Massachusetts Governor, Maura Healey, recently signed into law a new statute under broader legislation titled “An Act promoting access to midwifery care and out-of-hospital birth options” that entitles Massachusetts employees to earned sick time if the employee suffers a pregnancy loss or experiences a failed adoption, assisted reproduction, such as in vitro fertilization, or surrogacy.Continue Reading Massachusetts Implements New Law that Expands Covered Sick Time to Include Pregnancy Loss and Failed Adoption, Assisted Reproduction and Surrogacy

The highest state court in Massachusetts, the Supreme Judicial Court (“SJC”), recently declared that the Massachusetts Paid Family and Medical Leave Act (“PFMLA”), General Laws c. 175M, does not require an employer to guarantee the accrual of vacation and sick time during an employee’s PFMLA leave. Among other things, PFMLA gives eligible employees the right to take paid leave to bond with their child during the first year after the child’s birth, adoption, or placement in foster care.Continue Reading Massachusetts Supreme Judicial Court Finds that the Paid Family and Medical Leave Act Does Not Require an Employer Guarantee the Accrual of Vacation and Sick Time While the Employee is on Leave  

The Massachusetts Appellate Division of the District Court – North District recently issued a decision regarding whether retention bonuses constitute wages under the Massachusetts Wage Act, G.L. c. 149, § 148 (the “Wage Act”). In the matter of Nunez v. Syncsort Incorporated, NO. 23-ADCV-63NO, the court ruled that retention bonuses are not wages under the Wage Act and not subject to strict liability or treble damages under the Wage Act for failure to be timely paid.Continue Reading Court Rules Retention Bonuses Are Not Wages Under Massachusetts Wage Act

The IRS recently issued a new fact sheet to answer certain FAQs about the rules in SECURE 2.0 Act of 2022 (the “Act”) that give special rights under certain qualified retirement plans and IRAs to individuals impacted by major disasters that occur or occurred on or after January 26, 2021. The Act was enacted in December 2022 and amended certain sections of the Internal Revenue Code (the “Code”).

These FAQs provide guidance on what the relief consists of, who may claim such relief, and when such relief may be claimed. Relief of this nature has previously been provided on a disaster-by-disaster basis. These amendments make such relief permanent. The FAQs may be found here.Continue Reading IRS Releases Guidance on Disaster Relief Under Qualified Plans and IRAs

New Hampshire has adopted a law that creates a private cause of action for discrimination based on hairstyles related to a person’s ethnicity.

On July 3, 2024, New Hampshire Governor Chris Sununu signed HB 1169-FN.  The law adopts a version of the Model CROWN Act (“Creating a Respectful and Open World for Natural Hair”), which has been adopted in some version by 25 other U.S. states. A more detailed description of the Model CROWN Act can be found here.Continue Reading New Hampshire Adopts New Law Prohibiting Workplace Discrimination Based on Protective Hairstyles

Massachusetts has joined a growing list of states and other localities to implement pay transparency legislation.

On July 31, 2024, Massachusetts Governor Maura Healy signed into law Bill H.4890. The Bill contains new pay transparency and wage reporting requirements applicable to certain employers with employees in Massachusetts.Continue Reading Massachusetts Governor Signs Pay Transparency and Wage Data Reporting Law