{"id":25,"date":"2016-04-27T20:48:04","date_gmt":"2016-04-27T20:48:04","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=25"},"modified":"2021-06-10T20:04:31","modified_gmt":"2021-06-10T20:04:31","slug":"employment-law-in-massachusetts-what-out-of-staters-need-to-know","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/","title":{"rendered":"Employment Law in Massachusetts: What Out-of-Staters Need to Know"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-26\" src=\"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-300x200.jpg\" alt=\"&quot;Employment Agreement&quot; sheet with a pen on top of it.\" width=\"220\" height=\"147\" srcset=\"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-300x200.jpg 300w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-164x109.jpg 164w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-239x160.jpg 239w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-175x117.jpg 175w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-213x142.jpg 213w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s-51x34.jpg 51w, https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg 450w\" sizes=\"auto, (max-width: 220px) 100vw, 220px\" \/>Massachusetts is known for having in place a multitude of laws governing the employment relationship. Over the past few years, Massachusetts has expanded the rights and protections of employees through a number of new statutes.\u00a0 Employers unfamiliar with this landscape can easily find themselves making costly mistakes when dealing with Massachusetts employees.\u00a0 We summarize here the most significant traps for the unwary and the newest statutory developments under Massachusetts employment law:<\/p>\n<p><u>The Massachusetts Wage Act<\/u>. Like many states, Massachusetts has enacted a statute requiring the regular payment of wages under what is commonly referred to as the \u201cWage Act.\u201d <em>Unlike <\/em>many states, however, the Wage Act encompass a wide-range of disputes across the economic spectrum, from minimum wage and overtime disputes involving lower wage earners,\u00a0 to the misclassifications of employees as independent contractors, to certain incentive compensation for high-level executives.<\/p>\n<p>The penalties for violations of the Wage Act are stiff, and include mandatory treble damages and the payment of attorneys\u2019 fees. \u00a0\u00a0What you need to know:<\/p>\n<ul>\n<li>The Wage Act is enforced by the Massachusetts Attorney General, but also provides a private right of action for aggrieved employees.<\/li>\n<li>The Wage Act is a strict liability statute. Even if unintentional, or through a mutual arrangement between an employer and employee (i.e., a deferral of wages), an employer who fails to timely pay wages will be subject to mandatory treble damages and attorneys\u2019 fees.<\/li>\n<li>At the time of termination, an employer must pay all unpaid wages earned to date, which includes the payment of any accrued, but unused vacation time (where the employer offers paid vacation time to employees).<\/li>\n<li>Certain agents and officers of a company are <em>personally<\/em> liable for violations of the Wage Act.<\/li>\n<li>The Wage Act also prohibits retaliation against employees who have exercised their rights under the statute.<\/li>\n<\/ul>\n<p><u>Earned Sick Leave<\/u>.\u00a0 Massachusetts adopted an Earned Sick Leave Law effective July 1, 2015.\u00a0 Under the statute, all employees in Massachusetts are entitled to accrue up to 40 hours of job protected sick leave per year.\u00a0 For Employers with 11 or more employees, the leave must be paid.\u00a0 For employers with less than 11 employees the leave may be unpaid.\u00a0 Importantly for out of state employers, all employees, whether working in or outside of Massachusetts, are counted for purpose of determining the employer size.\u00a0 The leave may be used to: (1) address the employee\u2019s own physical or mental illness, injury, or medical condition; (2) care for the employee\u2019s child, spouse, parent, or parent of spouse; (3) attend routine medical appointments; (4) address the psychological, physical, or legal effects of domestic violence; and (5) travel to and from an appointment, a pharmacy, or other location related to the purpose for which the time was taken.<\/p>\n<p><u>The Massachusetts Paternal Leave Act<\/u>.\u00a0 Effective April 7, 2015, the Massachusetts Maternity Leave Act was amended to expand coverage to male employees.\u00a0 Employers with six or more employees must allow eight (8) weeks\u2019 unpaid parental leave (to fathers as well as mothers) upon the birth or adoption of a child.\u00a0 The amended statute also extended coverage to include foster parents when they have a foster placement.<\/p>\n<p><u>Domestic Violence Leave Act. <\/u>\u00a0\u00a0Under the Domestic Violence Leave Act (effective August 8, 2014), an employer is required \u00a0to provide up to 15 days leave in any 12 month period for a qualifying employee to seek or obtain medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official; or attend child custody proceedings or address other issues directly related to the abusive behavior against the employee or family member of the employee.\u00a0 The leave may be paid or unpaid.\u00a0 An employer cannot discharge or in any other manner discriminate against an employee for exercising the employee\u2019s rights under the statute. Upon the employee\u2019s return from leave, the employee is entitled to restoration to the employee\u2019s original job or to an equivalent position.<\/p>\n<p><u>Discrimination of the Basis of Sexual Orientation \/ Gender Identity<\/u>.\u00a0 Among other protected classes, Massachusetts has specifically recognized sexual orientation and gender identify as protected classes under its anti-discrimination law, M.G.L. c. 151B.\u00a0 An employer may not refuse to hire, or otherwise discriminate against an employee in the terms and conditions of employment based on the individual\u2019s sexual orientation or gender identity.\u00a0 Unlike other states and the certain federal anti-discrimination laws, Massachusetts\u2019s also imposes individual liability against individuals (as well as employers) who retaliate, interfere with, or otherwise aid and abet violations of M.G.L. c. 151B.<\/p>\n<p><u>Sexual Harassment Policies<\/u>. As part of its anti-discrimination laws, Massachusetts also requires every employer with six or more employees to have in place a written policy governing sexual harassment and to distribute the policy annually to every employee. The Massachusetts Commission Against Discrimination (MCAD) also recommends that employers adopt written policies prohibiting harassment against members of any protected class (including, for example, harassment on the basis of race, religion, disability).<\/p>\n<p><u>Non-Competition Agreements<\/u>. In recent years, Massachusetts courts have further limited the enforceability of non-competition and non-solicitation agreements in the employment context. Several bills seeking to limit the enforceability of non-competition agreements have been introduced in the legislature. While not successful, to date, the legislative leadership, as recently as March 2016, appears to be behind new legislation which could make it much more likely that non-competition legislation will become a reality in the <a href=\"https:\/\/www.sherin.com\/employment-blog\/2016\/03\/04\/non-compete-legislation-is-back-on-the-agenda\/\">near future<\/a>.<\/p>\n<p><u>Criminal Background Checks.<\/u>\u00a0 Massachusetts maintains a public database containing certain limited criminal record information (\u201cCORI\u201d) Private employers may, in certain circumstances, seek access to criminal record information concerning employees and applicants.\u00a0 There are, however, a number of strict requirements employers must comply with in connection with the usage and storage of CORI information in the employment context, including, without limitation:<\/p>\n<ul>\n<li>Most employers are prohibited from inquiring about an applicant\u2019s criminal record on a written job application.<\/li>\n<li>Employers must obtain an individual\u2019s written acknowledgement before seeking non-public CORI.<\/li>\n<li>An employer must provide an employee or applicant a copy of his\/her CORI before questioning the applicant about it.<\/li>\n<li>Before making an adverse employment decision based on an individual\u2019s CORI, an employer must provide: (i) the employee or applicant with a copy of the CORI, (ii) an opportunity to dispute its accuracy, and (iii) information on how to correct a CORI.<\/li>\n<\/ul>\n<p><u>Personnel Records<\/u>. As in other states, Massachusetts requires certain employers to maintain personnel records for employees. Under the Massachusetts Personal Record statute, employers are required to notify employees within 10 days after adding information to the employee\u2019s personnel record that has been, or may be used to &#8220;negatively affect the employee&#8217;s qualification for employment, promotion, transfer, additional compensation or the possibility that the employee will be subject to disciplinary action.&#8221;<\/p>\n<p>Navigating the employment relationship in Massachusetts can be tricky. For those unfamiliar with this legal landscape, the better practice is to consult with counsel before acting. We encourage you to contact\u00a0a member of the firm&#8217;s <a href=\"https:\/\/www.sherin.com\/practice-areas\/employment-law\/\">Employment Law Group<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Massachusetts is known for having in place a multitude of laws governing the employment relationship. Over the past few years, Massachusetts has expanded the rights and protections of employees through a number of new statutes.\u00a0 Employers unfamiliar with this landscape can easily find themselves making costly mistakes when dealing with Massachusetts employees.\u00a0 We summarize here [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":26,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-25","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment\" \/>\n<meta property=\"og:description\" content=\"Massachusetts is known for having in place a multitude of laws governing the employment relationship. Over the past few years, Massachusetts has expanded the rights and protections of employees through a number of new statutes.\u00a0 Employers unfamiliar with this landscape can easily find themselves making costly mistakes when dealing with Massachusetts employees.\u00a0 We summarize here [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/\" \/>\n<meta property=\"og:site_name\" content=\"Employment\" \/>\n<meta property=\"article:published_time\" content=\"2016-04-27T20:48:04+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-06-10T20:04:31+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"450\" \/>\n\t<meta property=\"og:image:height\" content=\"300\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Sherin and Lodgen\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Sherin and Lodgen\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/\"},\"author\":{\"name\":\"Sherin and Lodgen\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\"},\"headline\":\"Employment Law in Massachusetts: What Out-of-Staters Need to Know\",\"datePublished\":\"2016-04-27T20:48:04+00:00\",\"dateModified\":\"2021-06-10T20:04:31+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/\"},\"wordCount\":1170,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2016\\\/04\\\/9837871_s.jpg\",\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/\",\"name\":\"Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2016\\\/04\\\/9837871_s.jpg\",\"datePublished\":\"2016-04-27T20:48:04+00:00\",\"dateModified\":\"2021-06-10T20:04:31+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2016\\\/04\\\/9837871_s.jpg\",\"contentUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2016\\\/04\\\/9837871_s.jpg\",\"width\":450,\"height\":300,\"caption\":\"\\\"Employment Agreement\\\" sheet with a pen on top of it.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2016\\\/04\\\/27\\\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Employment Law in Massachusetts: What Out-of-Staters Need to Know\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#website\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/\",\"name\":\"Employment\",\"description\":\"Employment Law News from Sherin and Lodgen\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\",\"name\":\"Sherin and Lodgen\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"caption\":\"Sherin and Lodgen\"},\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/author\\\/sherinlodgen\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/","og_locale":"en_US","og_type":"article","og_title":"Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment","og_description":"Massachusetts is known for having in place a multitude of laws governing the employment relationship. Over the past few years, Massachusetts has expanded the rights and protections of employees through a number of new statutes.\u00a0 Employers unfamiliar with this landscape can easily find themselves making costly mistakes when dealing with Massachusetts employees.\u00a0 We summarize here [&hellip;]","og_url":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/","og_site_name":"Employment","article_published_time":"2016-04-27T20:48:04+00:00","article_modified_time":"2021-06-10T20:04:31+00:00","og_image":[{"width":450,"height":300,"url":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg","type":"image\/jpeg"}],"author":"Sherin and Lodgen","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Sherin and Lodgen","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#article","isPartOf":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/"},"author":{"name":"Sherin and Lodgen","@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44"},"headline":"Employment Law in Massachusetts: What Out-of-Staters Need to Know","datePublished":"2016-04-27T20:48:04+00:00","dateModified":"2021-06-10T20:04:31+00:00","mainEntityOfPage":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/"},"wordCount":1170,"commentCount":0,"image":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg","inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/","url":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/","name":"Employment Law in Massachusetts: What Out-of-Staters Need to Know - Employment","isPartOf":{"@id":"https:\/\/www.sherin.com\/employment-blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#primaryimage"},"image":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg","datePublished":"2016-04-27T20:48:04+00:00","dateModified":"2021-06-10T20:04:31+00:00","author":{"@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44"},"breadcrumb":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#primaryimage","url":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg","contentUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2016\/04\/9837871_s.jpg","width":450,"height":300,"caption":"\"Employment Agreement\" sheet with a pen on top of it."},{"@type":"BreadcrumbList","@id":"https:\/\/www.sherin.com\/employment-blog\/2016\/04\/27\/employment-law-in-massachusetts-what-out-of-staters-need-to-know\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.sherin.com\/employment-blog\/"},{"@type":"ListItem","position":2,"name":"Employment Law in Massachusetts: What Out-of-Staters Need to Know"}]},{"@type":"WebSite","@id":"https:\/\/www.sherin.com\/employment-blog\/#website","url":"https:\/\/www.sherin.com\/employment-blog\/","name":"Employment","description":"Employment Law News from Sherin and Lodgen","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.sherin.com\/employment-blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44","name":"Sherin and Lodgen","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","caption":"Sherin and Lodgen"},"url":"https:\/\/www.sherin.com\/employment-blog\/author\/sherinlodgen\/"}]}},"_links":{"self":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts\/25","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/comments?post=25"}],"version-history":[{"count":0,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts\/25\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/media\/26"}],"wp:attachment":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/media?parent=25"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/categories?post=25"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/tags?post=25"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}