The Equal Employment Opportunity Commission is soliciting public comments on two proposed policy changes that could have a significant impact on employers.
New York State and New York City both recently enacted regulations and enforcement guidance designed to prohibit discrimination on the basis of gender identity, transgender status, gender expression and gender dysphoria.
On December 17, 2015, the U.S. Court of Appeals for the Seventh Circuit affirmed a district court’s dismissal of the Equal Employment Opportunity Commission’s lawsuit against CVS Pharmacy.
This Annual Report on EEOC Developments—Fiscal Year 2015, our fifth annual Report, is designed as a comprehensive guide to significant EEOC developments over the past fiscal year.
A federal district court in Wisconsin ruled that an employer may require compliance with a wellness program as a condition for participation in its group health plan without violating the ADA.
On November 19, 2015, the Equal Employment Opportunity Commission (EEOC) issued its annual Performance and Accountability Report (PAR), which highlights key EEOC developments over the past fiscal year, ending September 30, 2015.
On November 17, 2015, the U.S. Court of Appeals for the Fifth Circuit held an employer’s rejection of an employee’s rescission of resignation can “sometimes constitute an adverse employment action” and may be considered retaliation under Title VII.
The EEOC has issued a proposed rule to amend the regulations implementing Title II of GINA as they relate to employer wellness programs that are part of group health plans.
In a case of first impression at the appellate level, the Missouri Court of Appeals for the Western District of Missouri has held that the Missouri Human Rights Act does not prohibit discrimination based on sexual orientation.
