Question: We’ve heard of maternity and paternity leave, but mutternity leave?

Answer:

Well, yes.  Apparently about 1 in 20 new pet owners in the United Kingdom are offered time off from work to adjust to a new pet at home.  From time off to go to the vet, to time off to bond with new pets, many employers in the UK have begun offering what’s commonly called mutternity or pawternity leave.

Maybe the UK is on to something.  Employees seem to be very appreciative of the support from their employers, which allows them paid time off to welcome new furry family members.  This type of leave also levels the playing field, so to speak, for those who are unable, or choose not, to have children and thus never take a parental leave of absence during their career.

Although a few companies in the US have followed the UK’s lead, given that we don’t yet have paid medical or parental leave in the US,  I don’t think American pet lovers should hold their breath.

About the Author:   Laura Liss is Chair of Patzik Frank and Samotny’s Employment Law Practice Group. She provides both legal and practical business advice on all phases of employment-related decisions. She regularly serves as a sounding board for business owners, executives and human resources professionals and assists them in successfully and efficiently navigating the various employment laws that affect their businesses.

Question: Can employers ask job applicants about their current salary?

Answer:

Well, it depends on where you are located, but this increasingly is becoming a risky proposition in the hiring process.  Many cities and states have passed laws prohibiting private employers from asking candidates in the hiring process about their salary history.  New York City just passed such legislation.  Massachusetts passed a law that takes effect in 2018 and several other states, including Illinois, are considering following suit.  These laws are part of an effort to ensure pay equity for women.  The rationale is that employers necessarily will take a candidate’s salary history into account in setting the employee’s starting pay.  Given that women often earn less than men, this can perpetuate the pay disparity.

The salary history ban typically is part of a broader law that prevents employers from underpaying women.  Generally these laws do not prohibit employers from asking about an applicant’s expectations with respect to salary, benefits or other compensation, provided that they do not get into the applicant’s compensation history.  This can be tricky to navigate, so tread lightly in this area.

Employers should be cognizant of the growing trend towards prohibiting inquiries into an applicant’s salary history.  Employers may need to remove salary history questions from their job applications and ensure that those who participate in the hiring process are aware of the potential ban on asking applicants compensation related questions.

About the author:   Laura Liss is Chair of Patzik Frank and Samotny’s Employment Law Practice Group. She provides both legal and practical business advice on all phases of employment-related decisions. She regularly serves as a sounding board for business owners, executives and human resources professionals and assists them in successfully and efficiently navigating the various employment laws that affect their businesses.