In the wake of #MeToo, federal and state lawmakers are searching for new ways to complement existing antidiscrimination laws and help eliminate harassment.
Over the past few years, employers have come to expect new ban-the-box laws, and 2018 is no exception: one state law was amended and one new local law was enacted.
With the next legislative session in California underway as of January 3, 2018, this article sneaks a peek at several bills that may see further consideration.
Effective January 1, 2018, employers with employees subject to the U.S. Department of Transportation’s drug-testing regulations will face new and broader testing obligations.
An Illinois federal judge has largely denied an employer's attempt to force the EEOC to provide additional evidence in support of its claim that the employer’s background check policy disparately excluded African-American workers from employment.
A recent federal court decision has added to the confusion surrounding the application of the U.S. Department of Labor's "home care" overtime rule and New York's "13-hour" rule regarding compensable work hours for certain home care aides.
As part of the NLRB's spate of recent decisions reversing Obama-era Board precedent, the Board has overturned Specialty Healthcare, reinstating its prior standard for determining the appropriateness of a petitioned-for bargaining unit.
Prince George’s County, Maryland has enacted a new law requiring that covered employees be allowed to accrue and use paid leave for absences connected to domestic violence, sexual assault, or stalking.
Two days before the end of Chairman Philip Miscimarra’s term, the new Republican majority at the National Labor Relations Board continued its shift in labor policy and issued yet another reversal of significant Obama-era precedent.
The NLRB recently established a new standard for evaluating the validity of employer rules, policies, and handbook provisions under the National Labor Relations Act.
