| The Equal Pay Act of 1963 |
| |
| In 1963, Congress passed the Equal Pay Act in an effort to equalize the largely disparate pay received by men and women who were performing the same job. The Act was an amendment to the Fair Labor Standards Act of 1938. Under the Act, Congress specifies that employers may not discriminate on the basis of sex by paying women less than men, and vice versa, when they are performing "equal work." The Act predates Title VII of the Civil Rights Act of 1964. Although the functions of the two Acts overlap, the Equal Pay Act remains in full force.More... |
| |
| Employer Liability for Employee Use of Company-Owned Computer Equipment |
| |
| The rapid evolution of the personal computer over the last 20 years or so has resulted in widespread use of personal computers in business. There is an ever-increasing number of employees who use a personal computer in the workplace, including a large segment for whom the use of a computer is essential to their job function. A large percentage of employees who have access to personal computers in the workplace have an employer-assigned email address, access to the employer's email system, and access to the Internet. The increasing use of personal computers in the workplace has forced employers to confront several legal issues, including the extent an employer might become liable for the tortious or criminal use of an employer-supplied computer.More... |
| |
| Military Leave |
| |
| Military leave for employees is governed by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), sometimes referred to as the Military Leave Act. The USERRA prohibits discrimination in employment against members of the U.S. military or military reserves who seek leaves of absence from their employment to serve in the military. USERRA requires an employer to reinstate employees to their jobs at the end of their military leaves; they may not be terminated or demoted. In addition, if the employee is otherwise qualified, the employee must receive any job promotions or pay increases he or she would have received if leave had not been taken. For purposes of benefits, time spent on leave must be counted as time on the job. Even if an employee who takes military leave is an at-will employee, he or she may not be fired without cause for a year after they return. More... |
| |
| Employee Benefit Plans |
| |
| The most basic disclosure requirement that applies to a pension plan provides for individual benefit statements to plan participants and beneficiaries. More... |
| |
| Employee Benefit Plans |
| |
| The most important disclosure that must be made under an ERISA plan is a summary plan description, which informs participants, beneficiaries, and others as to the different aspects of a plan and how it operates. More... |
| |
