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On August 5, 2016 Governor Charlie Baker of Massachusetts signed a law enacting more regulations for Uber, Lyft, and other Transportation Network Companies (TNCs). This makes Massachusetts the latest state to approve stronger regulations for TNCs and the first to implement a way to help aid the failing taxi industry. Under the new law, TNC drivers will undergo two stages of background checks. The first will be run by the TNCs themselves, and the second will be conducted by the state and will include a look at criminal and sex offender history. The new legislation in Massachusetts also calls for a 20-cent per ride fee that the TNCs will be responsible for. A portion of this new fee will go toward helping taxi companies who have been hurt by the new technology. This fee will not be passed along to the customers. One proposal of the law did call for fingerprinting of TNC drivers (something that taxi drivers are subject too) but it did not make the final draft of the legislation.

You can read a full article about Massachusetts’ new law here:

New regulations for TNC drivers and whether or not they should be fingerprinted is a nationwide topic of discussion right now, with some cities like Austin, Houston, and Chicago taking the matter into their own hands. Currently, the California Public Utilities Commission is discussing this issue and if you would like to weigh in on the matter, you can take an online survey at:
(see the results of the survey at: )

Massachusetts legislation aspires to phase out gender-based discrimination in the workplace.

You know the “employment history” section on most job applications? Of course you do. That’s where you typically wrestle with whether to lie about how much you made in past jobs in the hope of getting a fatter offer for this one.

By July 2018, though, Massachusetts job seekers will become the first in the nation to be free of that ethical and strategic struggle. On Monday, Republican governor Charlie Baker signed a bipartisan bill making it illegal for employers in the state to ask job applicants to disclose their wage or salary history. Among other things, the law also requires companies to pay men and women equally when they do “comparable” work, not just when they hold identical titles and job descriptions.

While the Massachusetts law is ambitious, it doesn’t block every imaginable tactic employers can deploy to hold down labor costs.
It’s an unprecedented step toward closing the gender pay gap—since women typically earn less than men, an employer that bases compensation on a candidate’s earning history is likely to (literally) shortchange her—at a time when states are picking up the slack on the issue from a deadlocked Congress. Most recently, California and New York enacted legislation to promote equal pay and salary transparency.

But while the Massachusetts law is ambitious, it doesn’t block every imaginable tactic employers can deploy to hold down labor costs—even at the disproportionate expense of certain candidates. Here’s what the new measure covers (and what it doesn’t), how employers are responding, and which changes to watch for next.

Originally posted by Fast Company. Read the full article at: