The Rule also restricted the use of arbitration provisions related to sexual harassment, sexual assault or discrimination claims. In addition, contractors would have been required to provide information to employees about their pay, including pay amount, specific hours worked, specific over-time hours worked, and all deductions to a paycheck, among other things. The intent behind this provision was apparently to require submission of wage details to the government that could show wage gaps based on gender or other discriminatory criteria. According to one commentator, The Fair Pay order Trump overturned was one of the few ways to ensure companies were paying women workers equally to their male colleagues.
In October, 2016, a federal judge in Texas issued an order temporarily prohibiting implementation of most parts of the rule. In announcing the bill blocking the Blacklisting Rule, President Trump said last week:
If you are interested in other employment and labor developments under the new Trump administration, check out our 100 Day alert series on the Gray Plant website at: The First 100 Days Part One and at The First 100 Days Part Two.
Mark Mathison advises and represents a wide range of employers, including corporations, nonprofits, and educational organizations, on labor and employment law issues in the workplace. Mark’s practice has a significant focus ...
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