Employer Law Blog

Almost two decades ago, Illinois passed the Victims’ Economic Security and Safety Act (“VESSA”). The original version of VESSA required employers to, among other things, provide employees unpaid leave if the employees were victims of domestic, sexual or gender violence.

In Van Buren v. United States, the Supreme Court handed down its first major decision construing the Computer Fraud and Abuse Act. In general, the CFAA sets criminal and civil penalties for unauthorized access to a computer. The CFAA identifies two ways of violating the statute, "access without authorization" and "exceed[ing] authorized access". 

What does Right to Work Mean? Employers are barred from: requiring employees to become, remain, or refrain from becoming a member of a labor organization; or pay dues or other charges required of labor organization members as a condition of employment. Any agreement, understanding, or practice, written or oral, implied or expressed, between any labor organization and employer that violates the rights of employees as guaranteed under Act is unlawful, null and void, and of no legal effect.

On August 1, 2016, Massachusetts became the first state to bar employers from asking about an applicant’s salary before offering them a job. Bill S.2119, which goes into effect January 1, 2018, states that it shall be an unlawful practice for an employer to seek the wage or salary history of a prospective employee from the prospective employee or a current or former employer. The law does not prohibit prospective employees from voluntarily disclosing such information. Further, an employer may seek or confirm a prospective employee’s wage or salary history after an offer of employment with compensation has been negotiated.