Beginning on October 29, 2025, employers with 25+ employees in Massachusetts will be required to establish and disclose pay ranges in job postings and to disclose pay ranges to employees who request this information. A pay range is defined as “the annual salary range or hourly wage range that the employer reasonably and in good faith expects to pay for such a position at that time”.

Increasingly, Employers are turning to AI for a variety of reasons, primarily to increase productivity. Although using AI can certainly reduce the time it takes for Employers, and by extension, Employees, to finish tasks, the use of AI does not come without risks. Therefore we strongly recommend that all organizations adopt an AI policy to provide guardrails for proper, legal, AI use, and to clearly define what is not an appropriate use of AI. Please read the Article from Attorneys Erin Cashman and Connie Castro for more information.

Beginning October 29, 2025, employers with 25+ employees in Massachusetts will be required to establish and disclose pay ranges in job postings and to disclose pay ranges to employees who request this information. Read more here for details.

A federal court judge in Texas has ruled that the Department of Labor (DOL) overreached in making changes to the Federal Fair Labor Standards Act (FLSA) when it increased the exempt employee salary threshold in July 2024.  The DOL may appeal this decision. See here for more details.

Attorney Liz Khan cautions employers to avoid this common pitfall: Massachusetts Wage and Hour Laws govern all aspects of wages for employees for all employers including nonprofits.

Many clients contact us asking what should – and should not – be in a personnel file. In this post Attorney Erin Cashman provides us with some helpful guidance.

As of July 1, 2024 the Federal Department of Labor (DOL) has increased the salary threshold for Fair Labor Standards Act (FLSA) exempt employees. What does this mean for nonprofits?