Photo of Cashida N. Okeke

Cashida N. Okeke is an associate in the Greenville, South Carolina, office of Jackson Lewis P.C. Her practice focuses exclusively on representing management in a broad range of employment law matters through both litigation as well as preventive advice and counseling.

Cashida has litigated cases involving both federal and state employment laws, including claims involving discrimination, harassment, retaliation, wrongful termination, and wage and hour issues.  She has also helped clients defend against denial of benefits claims brought under ERISA and has represented employers in proceedings before various administrative agencies such as the Equal Employment Opportunity Commission and the South Carolina Human Affairs Commission.

Before joining Jackson Lewis, Cashida was an associate at a nationwide law firm, where she practiced in the areas of business litigation, pharmaceutical and medical device litigation, and complex e-discovery.

While attending law school, Cashida served as Associate Editor in Chief of the ABA Real Property Trust and Estate Law Journal.

Amendments to Illinois’ Equal Pay Act (EPA) go into effect on September 29, 2019, leaving employers little time to adjust their hiring practices. 

No Inquiries into Salary History. Under the amended EPA, employers and employment agencies may not: 

  • Screen applicants based on their current or prior wage or salary history, including benefits or other

The Diane B. Allen Equal Pay Act (NJEPA) does not apply retroactively to conduct occurring before its effective date, July 1, 2018, a federal district court has ruled. Perrotto v. Morgan Advanced Materials, 2:18-cv-13825-WJM-MF (D. N.J. Jan. 14, 2019). The court granted the employer’s motion to dismiss.

The NJEPA provides enhanced equal pay protections

Oregon’s state government, ahead of the January 1, 2019, effective date of the state Equal Pay Act (EPA), is conducting an expansive, behind-the-scenes pay equity analysis of its departments to identify and remedy any potential pay disparities between male and female employees.

Under Oregon’s pay equity law, businesses are not required to conduct pay

San Francisco’s “Parity in Pay Ordinance,” prohibiting employers from inquiring about a job applicant’s salary history, took effect on July 1, 2018. This post discussed significant provisions of the ordinance as well as key considerations for employers to ensure compliance with the new regulation.

The San Francisco measure follows several states’ and cities’ enactment of

Philadelphia’s ban on salary history inquiries violates the First Amendment, a federal district court in Philadelphia has ruled in a 54-page opinion. The Chamber of Commerce for Greater Philadelphia v. City of Philadelphia et al., No. 17-1548 (Apr. 30, 2018). Because the decision is based on the First Amendment, it has broader implications for