A number of jurisdictions are considering, or have already passed, prohibitions against employers seeking a job applicant's wage history.
The FMLA provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during leave. Employers with 50 or more employees must provide an eligible employee with up to 12 weeks of unpaid leave each year for certain qualifying reasons. As with any matter, documentation is key. In the sphere of employee-employer relations, it can often prove dispositive.
When a business files a lawsuit, it is common for the business to seek damages for lost profits. These can be fairly simple to prove in the circumstance where the business has a long history of operations, with consistent and provable income over time. Where the business is new or for one reason or another does not have a long financial history for those profits it seeks to recoup, one must consider the jurisdiction in order to determine the likelihood of success in seeking these damages.
In June of 20167, the House of Representatives passed the Financial CHOICE Act, which sought to reverse many of the aspects of Dodd-Frank. Of special importance, the Financial CHOICE Act would make it difficult for all but the largest investors to file shareholder proposals by implementing requirements that investors must hold at least one percent of the outstanding shares of the company for at least three years before filing a shareholder proposal.