Effective July 1, 2018, New Jersey employers are prohibited from offering or compensating women and minorities at lower pay and benefits rates unless employers can demonstrate a bona fide reason under the law why the rate differential exists.
All employers can benefit from reviewing OSHA’s Recommended Practices for Anti Retaliation Programs and implementing the recommendations as necessary, whether covered by the 22 whistleblower statutes that OSHA enforces or not.
Employers need to think twice before pursuing disciplinary action against an employee who has filed a whistleblower complaint, lest such action be viewed by the courts solely as illegal retaliation.
Recently, the Securities Exchange Commission (“SEC”) warned that it will investigate and take administrative action against employers who require employees to sign confidentiality agreements/statements prohibiting the employees from communicating the employer’s possible securities law violations to the SEC (i.e. whistleblowing). (more…) ...