In a recent decision, the British Columbia Human Rights Tribunal held that a comment a faculty member made to a university employee during a business trip did not rise to the level of sexual harassment as defined in the province’s Human Rights Code.
Effective July 23, 2020, Suffolk County, New York amended its Human Rights Law to ban race and religious discrimination based on hairstyle, hair texture, and religious garments as components of “group identity” under the county’s Human Rights Law.
In this GQ|Littler article, we highlight some of the issues and risks employers face when dealing with different types of employees as businesses reopen, including those who refuse to return to the workplace.
On August 7, 2020, Puerto Rico enacted a law to prohibit and prevent abusive conduct against employees in the workplace that affects worker performance, alters workplace peace, and threatens the dignity of employees.
This podcast explains Bostock v. Clayton County, the U.S. Supreme Court decision recognizing protections for gay, lesbian, and transgender individuals under Title VII of the Civil Rights Act, and next steps in light of this decision.
Parties involved with EEOC charges of employment discrimination filed in the past month may notice some new language on the EEOC portal: “For charges filed after July 6, 2020, you may request mediation at any time during the charge process.”
On July 10, 2020, the Supreme Court of Canada rendered a split decision (5-4) holding that specific sections of the Genetic Non-Discrimination Act were constitutional because they were within the jurisdiction of Parliament over criminal law.
During a pandemic, protests, and a polarized election season, employers have walked an ever-increasingly fine line between protecting employee speech in the workplace and enforcing rules on workplace conduct.