On May 9, 2019, Washington Governor Jay Inslee signed House Bill 1696, the state’s most recent pay equity legislation, which the bill claims is an “additional step towards gender equality.”
On May 8, 2019, the Puerto Rico Department of Labor published the first edition of its Guidelines on the Interpretation of Puerto Rico’s Employment Legislation.
Littler’s eighth annual survey – completed by 1,331 in-house counsel, HR professionals and C-suite executives – analyzes the impact of these legal, social and technological issues on the workplace.
The U.S. Equal Employment Opportunity Commission (EEOC) will require covered employers to file EEO-1 compensation data for both calendar years 2017 and 2018 by September 30, 2019.
A recent decision puts employers in Ontario on notice that if they re-hire an employee who has a history of victimizing a current employee, and the current employee finds continued employment intolerable, they risk liability for constructive dismissal.
The Second Circuit recently rejected its prior precedent, joining the Fourth, Sixth, and Seventh Circuits in adopting a “but-for” causation standard in disability discrimination cases brought under the federal Rehabilitation Act of 1973.
A district court has ordered the EEOC to collect detailed data on employee compensation and hours worked from covered employers sorted by job category, pay band, race, ethnicity, and gender by September 30, 2019.
Dear Littler: I am General Counsel at a large, well-known company, and I’m having a hard time endorsing "implicit bias training." Am I the only GC who has concerns about this kind of training? What am I missing?
