On April 17, 2024, the Supreme Court decided that employees do not need to suffer “significant” harm to state a claim of discrimination under Title VII.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On March 7, 2024, Mexico’s Ministry of Labor and Social Welfare published a Gender-Focused Protocol for Labor Inspections, designed as a tool for labor inspectors to assess employers’ compliance with the gender equality laws.
La Secretaría del STPS publicó un Protocolo para la Inspección Laboral con Perspectiva de Género, diseñado como una herramienta para que los inspectores laborales evalúen el cumplimiento de las leyes de igualdad de género por parte de los empleadores.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2024 have emerged.
The British Columbia Human Rights Tribunal found that a restaurant and its managers that refused to use a server’s pronouns, among other actions, discriminated against the complainant in employment based on their gender identity and expression.
Court rejected employee’s claims that permitting employees to speak only Japanese in business meetings, where individuals who do not speak Japanese are present and are without an interpreter, constitutes unlawful discrimination based on race/ethnicity.
Employers with jobs located in the unincorporated areas of the County of Los Angeles will soon need to navigate another layer of burdensome regulations based on the County’s new fair chance hiring ordinance.
On March 4, 2024, a unanimous three-judge panel not only upheld and continued the preliminary injunction against Florida’s “Stop WOKE” law, but also went further, determining it is unconstitutional.
