Featured Stories
Nixon Peabody's Colette Dafoe Appointed to National Investment Center for Seniors Housing & Care Board
ALBANY, New York, Aug. 5 -- Nixon Peabody, a law firm, issued the following news release:
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Nixon Peabody's Colette Dafoe appointed to National Investment Center for Seniors Housing & Care board
Washington, DC. Nixon Peabody LLP is proud to announce that Affordable Housing & Real Estate partner Colette Dafoe has been appointed to the Board of Directors of the National Investment Center for Seniors Housing & Care (NIC).
Based in the firm's Washington DC office, Colette focuses her practice on all aspects of commercial real estate transactions, representing owners, investors, and developers
... Show Full Article
ALBANY, New York, Aug. 5 -- Nixon Peabody, a law firm, issued the following news release:
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Nixon Peabody's Colette Dafoe appointed to National Investment Center for Seniors Housing & Care board
Washington, DC. Nixon Peabody LLP is proud to announce that Affordable Housing & Real Estate partner Colette Dafoe has been appointed to the Board of Directors of the National Investment Center for Seniors Housing & Care (NIC).
Based in the firm's Washington DC office, Colette focuses her practice on all aspects of commercial real estate transactions, representing owners, investors, and developersin acquisitions, sales, leasing, financing, and development of commercial real estate. She joins NIC's board in an advisory capacity as a subject matter expert. Her appointment recognizes her deep experience advising clients across the industry, particularly in transactions involving seniors housing and care, multifamily housing, affordable housing, and mixed-use assets.
In addition to her affordable housing and real estate practice, Colette is also a member of the firm's Management Committee and serves as the firm's Industry Strategy Partner, helping implement Nixon Peabody's firmwide industry-focused strategy to deliver seamless client service and support clients' goals while making a positive impact.
Colette earned her JD from Northeastern University School of Law and BS from St. Lawrence University. She has been recognized for her real estate work by The Best Lawyers in America(R), Chambers USA, and The Legal 500: USA.
To learn more about NIC's 2026-2027 officer selections, click here (https://www.nic.org/blog/welcoming-nics-newest-board-members-and-2026-2027-officers/).
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Original text here: https://www.nixonpeabody.com/about/media/2026/08/04/colette-dafoe-appointed-to-national-investment-center-for-seniors-housing-and-care-board
[Category: BizLaw/Legal]
Megan M Wasson Named to Law360's Rising Stars List for 2026
NEW YORK, Aug. 5 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Megan M Wasson named to Law360's Rising Stars List for 2026
Herbert Smith Freehills Kramer is pleased to announce that Bankruptcy and Restructuring partner Megan M Wasson has been named to Law360's Rising Stars of 2026, which recognizes attorneys under 40 whose accomplishments have distinguished them among peers in their respective practices.
Law360 selected this year's honorees from more than 1,100 submissions spanning over 90 law firms and 35 practice areas.
Megan represents companies, boards,
... Show Full Article
NEW YORK, Aug. 5 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Megan M Wasson named to Law360's Rising Stars List for 2026
Herbert Smith Freehills Kramer is pleased to announce that Bankruptcy and Restructuring partner Megan M Wasson has been named to Law360's Rising Stars of 2026, which recognizes attorneys under 40 whose accomplishments have distinguished them among peers in their respective practices.
Law360 selected this year's honorees from more than 1,100 submissions spanning over 90 law firms and 35 practice areas.
Megan represents companies, boards,creditors, bondholders, trustees and creditor committees in complex Chapter 11 proceedings, out-of-court restructurings and distressed situations.
Her recent representations include advising Del Monte Foods Corporation II Inc. in its Chapter 11 cases and strategic sale process, representing the State of Connecticut in connection with the Prospect Medical Holdings bankruptcy proceedings, and serving on creditor-side teams in the Chapter 11 cases of Omnicare, Endo International and Rite Aid.
This recognition reflects Megan's exceptional work on some of the most significant restructuring matters in the market and her growing impact on clients navigating complex financial and operational challenges.
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Original text here: https://www.hsfkramer.com/news/2026-08/megan-m-wasson-named-to-law360s-rising-star-list-for-2026
[Category: BizLaw/Legal]
McGuireWoods Advises Exeter Street Capital Partners in Recapitalization of Price Circuits and Circuitronics
RICHMOND, Virginia, Aug. 5 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods Advises Exeter Street Capital Partners in Recapitalization of Price Circuits and Circuitronics
McGuireWoods advised Exeter Street Capital Partners in its recapitalization of Price Circuits LLC and Circuitronics LLC, completed in partnership with Capitala Group, Five Points Capital and the Varghese family.
The transaction -- Exeter's fourth platform investment -- launches a new buy-and-build strategy targeting the design, prototyping, and pre- and mid-commercial fabrication of advanced
... Show Full Article
RICHMOND, Virginia, Aug. 5 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods Advises Exeter Street Capital Partners in Recapitalization of Price Circuits and Circuitronics
McGuireWoods advised Exeter Street Capital Partners in its recapitalization of Price Circuits LLC and Circuitronics LLC, completed in partnership with Capitala Group, Five Points Capital and the Varghese family.
The transaction -- Exeter's fourth platform investment -- launches a new buy-and-build strategy targeting the design, prototyping, and pre- and mid-commercial fabrication of advancedprinted circuit boards for the aerospace and defense, consumer and niche industrial markets.
The McGuireWoods deal team was led by partner J.D. Costa and included Nicholas Arlen Tremps, Josh Powers, Jon Neal and Paul Navarro. Yuan-Ying Hsu and Donald Kwasigroch advised on debt finance matters. Phillip Coover and Madeline Cain provided counsel on real estate matters.
McGuireWoods also advised Exeter's portfolio company, Persona Services Group, in its acquisition of Sheer Service LLC and certain assets of EVO Door & Window LLC. Sheer and EVO are leading facility services providers for some of the largest brands in the United States. The combined company offers customers one-stop facility services capabilities covering a wide range of requirements and will leverage the size and scale of Persona Services Group to accelerate growth.
Costa led the McGuireWoods team representing Persona Services Group. Neal, Navarro, Joseph Reynolds, Nicole Dalrymple and Andrew Skowronski also advised on the acquisition, while Hsu and Kwasigroch handled debt finance matters.
"We were pleased to assist Exeter in these strategic transactions and demonstrate the depth of experience our team brings to independent sponsor deals," Costa said. "Independent sponsors are a critical and growing part of the private equity landscape, and our platform is built to support them at every stage, from initial platform acquisitions through add-on growth and recapitalizations."
McGuireWoods represents independent sponsors and capital partners in majority and minority equity investments. The firm's 9th annual McGuireWoods Independent Sponsor Conference will take place Oct. 27-28, 2026, in Dallas. Registration is now open. In addition to hosting the leading national conference, the firm provides unparalleled resources across the independent sponsor community through year-round networking groups, curated introductions and online resources.
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URL: Exeter Street Capital Partners
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Original text here: https://www.mcguirewoods.com/news/press-releases/2026/8/mcguirewoods-advises-exeter-street-capital-partners-in-recapitalization-of-price-circuits-and-circuitronics/
[Category: BizLaw/Legal]
Jones Day Welcomes Tax Controversy Lawyer Thomas Ickeringill in Melbourne
CLEVELAND, Ohio, Aug. 5 -- Jones Day, a law firm, issued the following news:
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Jones Day Welcomes Tax Controversy Lawyer Thomas Ickeringill in Melbourne
Thomas Ickeringill has joined Jones Day as of counsel in its Tax Practice. He is based in the Firm's Melbourne Office.
Mr. Ickeringill brings nearly 15 years of professional tax experience across Australia and the United Kingdom, with a practice focused on tax controversy involving international tax, transfer pricing, Mutual Assistance Procedures, and integrity measures. Most recently, he served as a Tax Controversy Partner at EY in Melbourne,
... Show Full Article
CLEVELAND, Ohio, Aug. 5 -- Jones Day, a law firm, issued the following news:
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Jones Day Welcomes Tax Controversy Lawyer Thomas Ickeringill in Melbourne
Thomas Ickeringill has joined Jones Day as of counsel in its Tax Practice. He is based in the Firm's Melbourne Office.
Mr. Ickeringill brings nearly 15 years of professional tax experience across Australia and the United Kingdom, with a practice focused on tax controversy involving international tax, transfer pricing, Mutual Assistance Procedures, and integrity measures. Most recently, he served as a Tax Controversy Partner at EY in Melbourne,where he conducted large scale tax disputes including audits, litigation preparation, and settlements.
"Tom is an important strategic addition to the growing Jones Day global tax controversy team," said Dr. Niv Tadmore, Partner-in-Charge of Jones Day's Melbourne Office. "Cross-border tax disputes involving two or more countries are on the rise, chiefly driven by the evolving global geo-economic conditions and the unfolding post-BEPS dynamics. In Australia, transfer pricing, intangibles and GAAR disputes remain key focus areas. Tom is joining a very seasoned tax controversy team in Australia and globally and his experience with disputes before both the ATO and HMRC will fit perfectly. With his active and well-regarded presence in the international tax community, I look forward to our work together. His arrival also continues our broader active growth in Australia in other practice areas following five lateral partners added this year."
At Jones Day, Mr. Ickeringill joins a global Tax Practice offering the full spectrum of tax disciplines -- including front-end tax advice, tax counseling, and tax controversy and litigation and is a strong fit among the Firm's internationally recognized tax litigators.
"Tom brings a rare combination of technical experience and hands-on litigation experience across tax controversy, transfer pricing, and anti-avoidance matters, developed over nearly 15 years advising clients through some of the most complex disputes facing the ATO and HMRC," said Ed Kennedy, co-leader of Jones Day's Tax Practice. "His track record guiding multinational clients through audits, reviews, and settlement negotiations, together with his standing in the international tax community, make him a strong addition to our Tax Practice. Clients across the region and around the world will benefit greatly from his judgment and experience."
Mr. Ickeringill is activity in the international tax community includes serving as Chair of the organizing committee for The Tax Institute's International Masterclass, and as a member of the International Fiscal Association Australian Executive Committee, where he has served as the Australian branch reporter for two prior Congresses and currently serves on the organizing committee for the 2026 Melbourne Congress. He earned an MSc in Taxation with Distinction from the University of Oxford, graduating as the top student in his cohort. He also holds a BCom/LLB (Hons) from the University of Melbourne, graduating with First Class Honours.
"I am excited to join Jones Day because of the Firm's deep commitment to collaboration, both across offices and across practices, and its deep capability across tax disciplines," said Mr. Ickeringill. "I look forward to being part of that culture and contributing to the strength of the global Tax Practice, working alongside colleagues across borders and practices to deliver practical, business-focused solutions for clients."
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Jones Day is a global law firm with 2,500 lawyers in 40 offices across five continents. The Firm is distinguished by: a singular tradition of client service; the mutual commitment to, and the seamless collaboration of, a true partnership; formidable legal talent across multiple disciplines and jurisdictions; and shared professional values that focus on client needs.
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Original text here: https://www.jonesday.com/en/news/2026/08/jones-day-welcomes-tax-controversy-lawyer-thomas-ickeringill-in-melbourne
[Category: BizLaw/Legal]
Herbert Smith Freehills Kramer Advises Black Kite Partners on the Successful Completion of Its Acquisition of 13SICK, DoctorDoctor, 24-7Medcare and Australian Surgical Assisting
NEW YORK, Aug. 5 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Black Kite Partners on the successful completion of its acquisition of 13SICK, DoctorDoctor, 24-7Medcare and Australian Surgical Assisting
Herbert Smith Freehills Kramer (HSF Kramer) has advised newly formed private equity firm, Black Kite Partners, on its acquisition of the DR2 business (comprising 13SICK, DoctorDoctor, 24-7Medcare and Australian Surgical Assisting).
DR2 is a tech-enabled healthcare business delivering primary care through home visits
... Show Full Article
NEW YORK, Aug. 5 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Black Kite Partners on the successful completion of its acquisition of 13SICK, DoctorDoctor, 24-7Medcare and Australian Surgical Assisting
Herbert Smith Freehills Kramer (HSF Kramer) has advised newly formed private equity firm, Black Kite Partners, on its acquisition of the DR2 business (comprising 13SICK, DoctorDoctor, 24-7Medcare and Australian Surgical Assisting).
DR2 is a tech-enabled healthcare business delivering primary care through home visitsand telehealth services under the 13SICK, DoctorDoctor 24-7Medcare and Australian Surgical Assisting brands.
The HSF Kramer team was led by partners Nicole Pedler and Natalie Bryce, with support from senior associates Caitlin Walker, Crusoe Flynn-Pittar and Saskia Gude, and solicitors Kate Bartkowski and Gia Saldanha.
Nicole Pedler, HSF Kramer Partner, said, "We are delighted to have assisted Black Kite Partners with their maiden investment. It is a testament to the Black Kite team's execution capability to complete their first platform acquisition so quickly after establishment."
Natalie Bryce, HSF Kramer Partner and Sector Lead for Healthcare, said, "DR2 operates in an essential part of our healthcare sector, caring for patients at home and after hours. We value the opportunity to assist our clients to navigate the complexities of funding in the sector, to empower their investments in important social services."
This transaction highlights HSF Kramer's market-leading work in Australian private equity and healthcare M&A.
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URL: Black Kite Partners
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Original text here: https://www.hsfkramer.com/news/2026-08/hsfkramer-advises-black-kite-partners-on-the-successful-acquisition-dr2
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Labor Board Says Employers Can Prohibit "BLM" Displays at Work - 4 Steps To Take After Latest Ruling
ATLANTA, Georgia, Aug. 5 -- Fisher Phillips, a law firm, issued the following insight on Aug. 4, 2026:
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Labor Board Says Employers Can Prohibit "BLM" Displays at Work: 4 Steps To Take After Latest Ruling
Employers can generally tell employees to remove "Black Lives Matter" buttons, pins, and face masks while they're on the clock, according to the most sweeping ruling yet from the National Labor Relations Board under the second Trump administration. This issue has been brewing since the summer of 2020 and has seen years of mixed rulings, including one decision in favor of workers that was
... Show Full Article
ATLANTA, Georgia, Aug. 5 -- Fisher Phillips, a law firm, issued the following insight on Aug. 4, 2026:
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Labor Board Says Employers Can Prohibit "BLM" Displays at Work: 4 Steps To Take After Latest Ruling
Employers can generally tell employees to remove "Black Lives Matter" buttons, pins, and face masks while they're on the clock, according to the most sweeping ruling yet from the National Labor Relations Board under the second Trump administration. This issue has been brewing since the summer of 2020 and has seen years of mixed rulings, including one decision in favor of workers that wassent back by a federal appeals court. But the July 31 decision in Whole Foods Market, Inc. dismisses unfair labor practice charges brought by a group of employees, finding that wearing BLM messaging on the job simply wasn't protected by federal labor law. Here's what changed, how it fits with what we've told you before, and four steps you should consider taking now.
A Quick Recap
We've been tracking this issue for a while, so it's worth a quick review of past rulings:
* In February 2024, the Board found that a Minneapolis-area retail employee's BLM display was protected in a different case, reasoning that his refusal to remove it was a "logical outgrowth" of earlier complaints about workplace treatment.
* In November 2025, the 8th US Circuit Court of Appeals vacated that ruling, but on technical grounds. The court declined to say whether displaying BLM messaging was protected activity.
Board Decides in Employer's Favor
This case consolidated 18 charges filed by current and former Whole Foods employees who wore BLM messaging on masks, pins, buttons, t-shirts, and even nametag inserts while working at stores across the country. The employer enforced its longstanding dress code, which barred any visible slogan, message, or logo not tied to the company or an approved vendor, and sent employees home or disciplined them when they refused to remove the messaging.
The Board's July 31 decision concluded that none of this was protected concerted activity under Section 7 of the National Labor Relations Act (NLRA). The reasoning:
* Employee activity has to connect to the job, not just to a cause. Protected activity requires an objective link between the message and the employees' own terms and conditions of employment, including their wages, hours, safety, or treatment at work. A message can be political and still be protected if that link exists. But the Board found the evidence here didn't show one. Most employees testified they wore BLM messaging in solidarity with a national movement, not because of anything happening inside their own store.
* After-the-fact explanations don't count. Several employees later told the Board they wore BLM items to protest alleged racial inequities in scheduling, promotions, or management diversity at Whole Foods. The Board found these explanations arrived only after the company started enforcing its dress code and employees needed a legal argument.
* Protesting the rule is protected, but breaking it usually isn't. Employees who wrote letters, organized petitions, and picketed outside stores to demand a policy change were engaged in protected activity, and Whole Foods didn't discipline anyone for that. But wearing the prohibited messaging itself, and refusing to stop when asked, is a different matter. The Board rejected the claim that violating an otherwise valid rule does not become protected conduct simply because employees violate the rule together.
4 Steps Employers Can Take Now
1. Keep your dress code neutral and content-agnostic. A rule barring any unapproved slogan, message, or logo - applied evenhandedly - is on solid ground after this decision. Don't carve out exceptions for causes you personally support while banning others.
2. Enforce it the same way every time. The Board didn't fault Whole Foods for inconsistent enforcement here, but uneven treatment is something that can turn an otherwise lawful rule into an unfair labor practice. Document how and when you enforce dress code violations so you can show consistency if challenged.
3. Don't assume every social-cause display is automatically unprotected. This decision turned on the specific facts: no prior workplace complaints, no contemporaneous connection to working conditions, and demands that came only after enforcement began. A case with a real, pre-existing tie to workplace treatment could come out differently, like the Board's decision noted above. When an employee raises workplace concerns before or alongside a political display, treat that combination carefully and loop in your FP labor counsel.
4. Keep an eye on the appellate track. The Board's decision is subject to review by a federal court of appeals, and given how prior cases played out, an appeal here wouldn't be surprising.
Conclusion
Fisher Phillips will continue to monitor developments in this area and provide updates as needed. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions about how this ruling affects your dress code or other workplace policies, contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Labor Relations Group.
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Related People
Alex G. Desrosiers
Partner
407.541.0857
adesrosiers@fisherphillips.com
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Joshua D. Nadreau
Regional Managing Partner and Vice Chair, Labor Relations Group
617.722.0044
jnadreau@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/labor-board-says-employers-can-prohibit-blm-displays-at-work
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Global Employer's Guide to Expanding Pay Equity and Transparency Rules
ATLANTA, Georgia, Aug. 5 -- Fisher Phillips, a law firm, issued the following insight on Aug. 4, 2026:
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A Global Employer's Guide to Expanding Pay Equity and Transparency Rules
Multinational employers need to be aware of growing pay equity and transparency obligations as more countries roll out robust requirements. Governments across Europe, North America, Asia-Pacific, and Latin America are setting new disclosure, reporting, and enforcement rules with varying details and potentially steep penalties. Notably, some of these rules apply to employers with a single worker in a location while
... Show Full Article
ATLANTA, Georgia, Aug. 5 -- Fisher Phillips, a law firm, issued the following insight on Aug. 4, 2026:
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A Global Employer's Guide to Expanding Pay Equity and Transparency Rules
Multinational employers need to be aware of growing pay equity and transparency obligations as more countries roll out robust requirements. Governments across Europe, North America, Asia-Pacific, and Latin America are setting new disclosure, reporting, and enforcement rules with varying details and potentially steep penalties. Notably, some of these rules apply to employers with a single worker in a location whileothers apply only to larger businesses. Here's an overview of recent international trends, along with practical tips to help you build a compliant approach across borders.
A Global Trend Takes Shape
Pay equity and transparency rules already apply, or soon will, to employers in many countries around the world, and the number keeps growing. These laws aim to close gender pay gaps and give workers more information about how their pay compares to others doing the same or similar work. Beyond that shared goal, the frameworks vary:
* some focus on pay disclosure in the hiring process;
* some require annual pay data reporting;
* others impose mandatory audits and pay adjustments as needed; and
* many also include steep penalties for violations and active government enforcement.
Broader Comparisons: While many US equal pay laws focus on comparing people doing the same or substantially similar work, many newer international laws go further by asking employers to compare work of "equal value" across different job types. The goal is to more broadly correct inequities for roles historically held by women that are paid less than different roles of comparable value historically held by men.
Reporting Obligations: We're seeing more pay equity and transparency laws that require public disclosure, so pay gaps can be seen by job seekers, investors, regulators, and competitors.
* Compliance Tips
Determine where your employees are located and review your headcount by country and legal entity to assess which rules apply. Many of these obligations are triggered by your local headcount rather globally.
EU Pay Transparency Directive Sets a New Baseline
One of the most significant new developments on this front is the European Union Pay Transparency Directive, which required Member States to adopt new rules into their national laws by June 7 this year. The directive has two main components:
1. Transparency obligations apply to employers with even a single employee in the EU and include sharing pay ranges with applicants, banning salary history inquiries, and requiring gender-neutral job titles and job ads. The law also provides employees a right to request their own pay and the average pay of men and women doing the same work or work of equal value.
2. Reporting obligations will be rolled out in phases and apply based on certain headcount thresholds. Covered employers will need to disclose gender pay gaps overall and by job category. When a report shows a gap above 5% in any category - and can't be justified by objective, gender-neutral criteria - the employer must fix it within six months or face a mandatory joint pay assessment in cooperation with worker representatives.
The directive sets a floor, not a ceiling, which means Member States can add requirements, change deadlines, or lower thresholds.
* Compliance Tips
* Confirm the local rules in each EU country where you operate. Since the directive is being implemented through national laws, the timing, thresholds, and details may differ by country.
* Check out our full article on the EU Pay Transparency Directive and our seven-step compliance plan here.
Japan's Broader Reporting Rules
Japan expanded its gender pay reporting obligations starting on April 1 this year. Here are key points to note about the Act on Promotion of Women's Participation and Career Advancement in the Workplace:
* Larger employers with more than 300 employees have been publicly reporting gender pay gap data since 2022.
* The framework now applies to more companies and adds a new data point.
* Employers with more than 300 employees must now also disclose the ratio of women in management.
* Employers with 101 to 300 employees must begin disclosing both the ratio of female managers and their gender pay gap for the first time.
* These disclosures are posted the company's website or a government portal where job seekers, investors, clients, and competitors can see them.
* Compliance Tips
* Be sure your records indicate whether an employee is considered a manager under the law, so the share of women in manager-level roles can be measured against your total management population.
* Read our full compliance roadmap here.
Australia Ties Reporting to Public Accountability
Australia's Workplace Gender Equality Act has been in force for over a decade and applies to private sector employers with 100 or more employees. Coverage extended in 2022 to the Commonwealth public sector. Covered employers report annually to the Workplace Gender Equality Agency on six gender equality indicators:
1. Gender composition of the workforce
2. Gender composition of relevant governing bodies
3. Equal pay between women and men
4. Flexible work and family or caring arrangements
5. Consultation with employees on gender equality
6. Sexual harassment or discrimination
Employers that fail to comply can have their names published by the Workplace Gender Equality Agency and may be disqualified from receiving certain government funding. Employers with at least 500 employees have additional requirements, such as having a policy covering each of the gender equality indicators.
* Compliance Tips
* It's a good idea to run a preliminary analysis of your indicator data ahead of your reporting window. This gives you time to address problem areas.
* If you have at least 500 employees, don't forget your additional obligations. Audit your existing policies against all six indicators and address any gaps.
Latin America Turns to Active Enforcement
Several Latin American countries have stepped up enforcement efforts regarding their pay transparency requirements:
Brazil's Gender Pay Parity Law
* Enacted in 2023, the law requires employers with 100 or more employees to publish pay transparency reports containing anonymized data comparing pay between men and women and showing the representation of each in management and leadership.
* The Ministry of Labor and Employment launched mass audits in 2025 focused on whether companies had actually published their reports. More than 800 companies were inspected.
* Trade groups challenged the publication requirement in court over trade-secret and data-privacy concerns, but Brazil's Supreme Court upheld the law, and employers must continue to publish the reports and provide the URL where their report is published.
Peru's Equal Pay Law
* This 2017 law requires employers to assess the value of job roles, establish a formal salary policy, and inform employees about it.
* Since 2024, the labor inspection authority has run audit campaigns requesting salary policies and proof that employees were notified.
* Peru is moving toward digital enforcement that cross-checks payroll and government databases to flag inconsistencies automatically.
* Compliance Tips
* In Brazil enforcement has focused on whether you published your reports. In Peru, enforcement has focused on whether your salary policy was documented and communicated to employees. Keep proof that you completed each step.
* Authorities in the region are increasingly cross-checking filings against payroll and other government data. Confirm your disclosures are complete and easy to find before an audit.
Canada's Pay Equity Model
Canada takes a proactive approach at both the federal and provincial levels. The federal Pay Equity Act, which took effect in 2021, requires federally regulated employers with 10 or more employees to:
* establish a pay equity plan;
* increase compensation for predominantly female job classes that are underpaid relative to comparable male job classes; and
* update the plan every five years.
Larger and unionized employers must form a pay equity committee, and at least half the members must be women. Some provinces - such as Ontario and Quebec - also have their own long-standing pay equity frameworks. Additionally, Ontario and British Columbia require employers to include compensation ranges in publicly advertised job postings, subject to applicable thresholds.
* Compliance Tips
* Set reminders to update your plan every five years and budget for the cost of any pay adjustments the plan requires.
Consider a Privileged Pay Equity Audit
A pay equity audit is one of the most valuable tools you have across all jurisdictions because it can:
* give you an opportunity to review your pay data before a regulator does;
* help identify any pay differences based on objective, gender-neutral criteria; and
* show you any discrepancies that aren't justified and need to be corrected.
Conduct the Audit with Counsel. We recommend working with your attorney to help you understand what your pay data shows. Experienced counsel can review your pay structure, spot issues in particular pay bands, determine whether discrepancies are likely to be viewed as objective and gender-neutral, and develop a compliance plan based on the results. Keep in mind that attorney-client privilege protections vary by country.
* To learn about recent pay equity and transparent trends in the United States, read our insight here: A US Employer's Guide to Pay Equity Compliance as State Rules Evolve
Conclusion
Your FP attorney can help you assess which of these obligations apply to your workforce and build a compliance plan. We will continue to monitor developments related to global pay equity and transparency, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our International Practice Group.
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Related People
Gustavo Jose Villaca Borin Gaviao De Almeida
Visiting Legal Professional
484.581.2494
galmeida@fisherphillips.com
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Nan Sato, CIPP/E, CIPP/C
Co-Chair International Practice Group, Regional Managing Partner - Tokyo
+81-3-6892-5595
nsato@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/a-global-employers-guide-to-expanding-pay-equity-and-transparency-rules
[Category: BizLaw/Legal]
