In the first part of this two-part series, we looked at upcoming regulatory changes that will definitely affect many organizations. Here, we look at court rulings and state laws that promise more expenses, paperwork, and headaches for many more companies.

An increasing number of cities and states are raising their minimum wages. As more politicians and union-affiliated groups push for higher minimum wages, employers need to prepare now for the significant financial, compliance, and regulatory challenges these changes bring.

When California’s Fair Pay Act took effect on Jan. 1, it represented one of the toughest equal pay laws in the nation. The law, which strengthened the state’s Equal Pay Act, represents the latest legislative change causing issues and concerns for employers throughout the United States.

Record keeping laws can be complicated and can even conflict with one another, but failure to comply can expose the company to government investigations, lawsuits, and monetary penalties.

The U.S. Department of Labor (DOL) announced a revamping of the “white collar” exemptions test. When the changes become effective, employers can expect greater scrutiny and a further increase in wage and hour lawsuits. It is therefore important for employers to understand the upcoming changes to the overtime rules.

With the Supreme Court on one side of the issue and the NLRB firmly on the other, it is important for employers to fully understand the pros and cons of arbitration agreements with class action waivers, especially in an era of increased employment-related litigation.

A recent Supreme Court ruling provides some insights for employers who are working to create consistent workplace disability leave policies and avoid claims of pregnancy discrimination.

Navigating the Fair Labor Standards Act (FLSA) has always been a challenge for employers. The FLSA is a comprehensive national statute governing how to properly pay employees, and it has only gotten more complicated in recent years.

In keeping with his promise of a “year of action” during this year’s State of the Union address, on July 31, President Obama signed an executive order — entitled Fair and Safe Workplaces — that vastly extends the federal government’s enforcement reach over private federal contractors’ employment policies.