The Woman In The Red Suit
E‑Verify May Soon Matter to More Federal Funding Recipients, Including Many Western Mass Employers
If your organization receives federal grants, subawards, cooperative agreements, or similar support, a proposed federal rule is worth watching.
If finalized, it could require many employers that receive federal financial assistance including nonprofits, colleges, healthcare systems, municipalities, and other Western Massachusetts employers to use E‑Verify.
New DOL Opinion Letters Offer Wage-and-Hour Reminders for Massachusetts and Connecticut Employers
On May 28, 2026, the U.S. Department of Labor’s Wage and Hour Division issued four opinion letters addressing recurring wage-and-hour questions under the Fair Labor Standards Act, including unpaid meal periods, pre-shift work, time-clock rounding, bonus calculations, and exempt employees who perform limited non-exempt work. For Massachusetts and Connecticut employers, the letters are useful—but they are not the end of the analysis.
The key practical point is familiar: federal guidance may provide helpful guardrails, but employers in Massachusetts and Connecticut must still account for state wage laws, state agency enforcement positions, and the realities of their own timekeeping practices.
The EEOC’s New Enforcement Plan: What MA & CT Employers Need to Know Now
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The Power of Consistent Documentation and Equitable Application of Policies and Procedures
Cartoon employees with large Clipboard containing a checklist
New Pay Transparency and Reporting Requirements for Massachusetts Employers – Effective July 31, 2025
By General Counsel by Cannon, PLLC
Massachusetts continues to lead the way in advancing workplace equity. Beginning July 31, 2025, significant new obligations will take effect for employers across the Commonwealth. These changes are designed to promote pay transparency and address wage disparities across gender, race, and other protected categories.
Majority group plaintiffs can experience discrimination too!
Majority group plaintiffs can experience discrimination too!
Paid Sick Leave for all Connecticut Employees by 2027
On May 21, 2024, Gov. Ned Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than Jan. 1, 2027.
Say “Yes” to the Workplace Investigation!
Merriam-Webster defines “investigate” as: “to study by close examination and systemic inquiry.” An effective investigation allows a company to identify and analyze workplace issues in an organized way, leading to meaningful, rule-compliant solutions. In practice, a workplace investigation is a tool—carried out through trained investigators and appropriate policies—that helps an organization:
Stay compliant with laws and industry regulations
Maintain a safe and productive workplace
Support a healthy company culture
Boost employee morale and decrease employee turnover
Trouble shoot efficiency and/or productivity issues
Maintain a positive company brand
SAVE MONEY
Yes, you can fire that guy. Terminating an employee without fear of getting sued.
How to terminate employees without fear of getting sued.
The FTC New Rule on Non-competition Agreements. What does it mean for your business?
In April of 2024, the Federal Trade Commission (“FTC”) announced that the FTC rule banning non-competition agreements for workers is going into effect on September 4, 2024. The rule seeks to forestall companies from entering into non-competition agreements with workers in the interest of making sure that competition for work is not unfair to employees. The rule will have retroactive effect for non-senior executives. Companies are required to provide notice to those employees that the non-competition agreements will not be enforced. Existing non-competition agreements with senior executives will remain in effect, but the ban prevents entering into these agreements with senior executives after September 4, 2024. The rule will supersede/preempt state laws only where a state law conflicts with the federal law. However, state laws that provide more rights to employees will not be preempted. As for Massachusetts, which has the Massachusetts Non-Competition Agreement Act (“MNAA”), the federal law preempts the MNAA, for the most part, because the FTC rule provides greater rights to employees.
Though the FTC rule is set to take effect in September, there have been many challenges to the rule across the federal circuits. As such the future of the rule is currently undetermined.
For more information you can reach out to Tanzi Cannon at General Counsel by Cannon, PLLC. Or go to www.GCbyCannon.com.
This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between General Counsel by Cannon and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.
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