The start of a new year always brings a fresh batch of employment concerns. While some workplace issues are evergreen, 2020 will present some unique challenges for employers.
With its “Create a Respectful and Open Workplace for Natural Hair Act” (CROWN Act), New Jersey just became the third state to enact legislation specifically prohibiting discrimination based on hair texture or hairstyles associated with race.
Our handbook restricts employees on the sales floor from wearing facial piercings, visible tattoos, long beards and dreadlocks. We’ve heard that new laws prohibit “hairstyle discrimination” and restrict dress codes. Can we still maintain our look?
Littler’s International Employment Law Practice Group includes experienced practitioners who help employers solve local and multinational legal issues across borders. Here, we shine a light on burgeoning legal developments in several Asia Pacific nations.
The Ontario Divisional court recently held that an employer is not discriminating against an accommodated employee who can only work part-time because of a disability when it fails to provide the employee the benefits that a full-time employee receives.
The Equal Employment Opportunity Commission, National Labor Relations Board, and the Department of Labor will all issue regulations governing joint employment, according to the federal government’s fall regulatory agenda.
As the end of the year approaches, many employers are preparing for the annual office holiday party. This crossword puzzle reviews some of the issues surrounding this festive holiday tradition.
As of November 8, 2019, New York State prohibits employment discrimination based on an employee’s or a dependent’s “reproductive health decision making.”
