On March 4, 2019, the U.S. District Court for the District of Columbia surprised the employer community by vacating the White House Office of Management and Budget's (OMB) stay of the revised EEO-1 form’s pay data reporting requirements.
Our company would like to amend our HR forms to include a "non-binary" option in addition to "male" and "female," and an "other" category to race/ethnicity. Are there any issues with our doing so?
While not recognizing discrimination based upon sexual orientation or gender identity as protected under the Missouri Human Rights Act, the Missouri Supreme Court has issued two separate opinions that expand protection of LGBTQ individuals under the MHRA.
The U.S. Supreme Court has vacated and remanded the Ninth Circuit’s decision in Rizo v. Yovino, in which it held an employer cannot justify a wage differential between men and women by relying on prior salary.
The New York City Commission on Human Rights (NYCCHR) released enforcement guidance on Monday, February 18, 2019, defining discrimination based on natural hair and hairstyles as a subset of race discrimination.
Although many HR professionals in the United Kingdom who deal with disability discrimination issues are all too familiar with the legal definition of a “disability” in the Equality Act 2010, many are unaware of the various exclusions to that definition.
Many agencies are experiencing lingering effects after the longest-ever partial government shutdown, including the U.S. Equal Employment Opportunity Commission (EEOC).
On January 29, 2019, the Massachusetts Supreme Judicial Court held that failing to grant a lateral transfer for discriminatory reasons may constitute an “adverse employment action” that violates Massachusetts law.
