On July 3, California made history by enacting the Creating a Respectful and Open Workplace for Natural Hair (CROWN) Act, becoming the first state to ban discrimination on the basis of hairstyles associated with race.
On July 10, 2019, New York Governor Andrew Cuomo signed legislation significantly expanding the protections of New York’s Pay Equity Law, and imposing a ban on inquiries into an applicant’s salary history.
It seems almost every day we are presented with more evidence that automation is having profound consequences on the nature of work in America—in expected and unexpected ways.
On May 14, 2019, OSHA issued a final rule as part of its ongoing Standards Improvement Project (SIP). The final rule is set to go into effect on July 15, 2019.
On June 24, the Department of Labor made public its long-awaited proposed rule establishing a process for DOL to advance the development of Industry-Recognized Apprenticeship Programs.
As its session draws to a close, the New York State Legislature substantially revised the state’s anti-discrimination and anti-harassment laws this week, and Governor Andrew Cuomo has promised to sign the new measures imminently.
On June 4, 2019, the Illinois legislature passed the Cannabis Regulation and Tax Act (HB 1438). The law, once enacted, will provide expansive workplace protections to marijuana users.
On June 18, 2019, Connecticut Governor Ned Lamont signed Substitute Senate Bill 3, which significantly changes the sexual harassment laws affecting Connecticut employers.
With the rise of Deep Fakes, employers will need to understand the means of minimizing its potentially negative impact, including the utilization of data analytics to protect companies and their workforces from exploitative uses of false information.
