The question before the Supreme Court in a trio of cases was whether Title VII, prohibiting discrimination in the workplace “because of sex,” encompasses discrimination based on sexual orientation and gender identity. The Court held that it does.
This week, the Minnesota Supreme Court issued a unanimous decision affirming that the severe or pervasive standard remains the test for assessing claims of sexual harassment under the Minnesota Human Rights Act.
Earlier this year, Governor Murphy signed a package of legislation aimed at tightening worker misclassification enforcement in New Jersey. One of these new measures, Assembly Bill 5843, established a new posting requirement for employers.
As the Covid-19 pandemic stretches on, employers continue to face significant challenges to their business and their workforce. Many are now turning their minds to how they can get their workforce back into the workplace.
As the COVID-19 outbreak continues to wreak havoc on industries and businesses around the world, disputes regarding breaches of contractual obligations are likely to increase.
The Chicago Fair Workweek Ordinance, set to take effect on July 1, requires covered employers to provide advance notice of work schedules to their covered employees, and to pay additional wages if posted schedules are changed within a certain time period.
On May 6, 2020, the Department of Education (DOE) issued its Final Rule adopting amended regulations implementing Title IX of the Education Amendments of 1972 (Title IX).
On May 7, 2020, the U.S Equal Employment Opportunity Commission (EEOC) announced that it will not collect Form EEO-1 workplace demographic data for calendar year 2019 this year.
