On October 17, 2016, the Equal Employment Opportunity Commission (EEOC) approved an updated Strategic Enforcement Plan (SEP) for fiscal years 2017–2021, setting out its priorities and strategies for the near term.
On October 12, 2016, the U.S. Court of Appeals for the Eighth Circuit found in favor of a large transportation employer’s driver sleep study testing requirement in a lawsuit challenging the practice under the Americans with Disabilities Act.
A New York federal court recently sided with the Equal Employment Opportunity Commission as to whether a company’s internal conflict-resolution program was religious in nature.
On September 29, 2016, the Equal Employment Opportunity Commission (EEOC) announced that starting in March 2018, it will collect summary employee pay data from certain employers on revised EEO-1 Reports.
A court recently denied the EEOC’s summary judgment motion in a case that directly challenged an employer’s wellness program requiring employees who sought health plan coverage with a wellness component to undergo a medical exam or pay higher premiums.
On August 21, 2016, Illinois Governor Bruce Rauner signed into law the Illinois Domestic Workers’ Bill of Rights, amending four existing state employment laws so they will now apply to domestic workers.
The EEOC has issued its Final Enforcement Guidance on Retaliation and Related Issues, which are guidelines for EEOC investigators to use in investigating retaliation claims.
In a recent decision, the Seventh Circuit may have simplified – but not eased – the determination of whether the employee satisfies their burden of proof in a discrimination case at the summary judgment stage.
On August 5, 2016, the U.S Court of Appeals for the Ninth Circuit held that the Age Discrimination in Employment Act (ADEA) does not preclude a First Amendment retaliation claim under section 1983 of the federal Civil Rights Act.
