The British Columbia Court of Appeal recently affirmed that it continues to be bound by the existing legal test for adverse discrimination on the ground of “family status.”
On April 12, 2019, Maine’s Governor signed L.D. 278, a pay equity bill that generally prohibits employer inquiries into the salary history of prospective employees until after an offer of employment has been made.
The U.S. Supreme Court announced on April 22, 2019 that it will decide whether gay, lesbian, and transgender workers are expressly protected under federal civil rights law on the basis of their sexual orientation.
New Mexico’s state legislature has been busy over the past few weeks acting on bills introduced earlier this year. The state has enacted at least 9 new laws affecting employers, covering many topics from health care access to criminal background checks.
On April 1, 2019, the New York City Commission on Human Rights published its free online training entitled “Confronting Sexual Harassment: Tools and strategies to create a harassment-free workplace.”
An employment tribunal in the United Kingdom recently held that a strong candidate was deliberately not hired because he was a white, heterosexual male.
New research into the levels of discrimination faced by ethnic minority applicants in Britain revealed some startling figures. Meanwhile, the UK government is exploring whether it should collect ethnicity pay gap reporting data.
In legislative terms, the month of March came in like a lion and went out (almost) like a lamb, as the pace of new bills introduced at the state level slowed considerably.
In an April 3, 2019 filing in the federal district court that had ordered reinstatement of EEO-1 pay data reporting requirements, the EEOC explained its inability to comply with the court’s ruling on its present timeline.
Based on our monitoring of legislative, regulatory, and judicial developments, this article shines a light on five key issues that are, or should be, top of mind right now for hospitality employers.
