The EEOC has issued a “technical assistance document” entitled, “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of 1964.”
In recently published guidance, Chicago corrects its position on its amended sexual harassment ordinance to clarify that the requirements of the new sexual harassment protections apply to all employers whose employees work in Chicago.
A Dutch court recently found that a manager's WhatsApp message suggested that the employer did not renew an employee’s contract because of her pregnancy and/or her future motherhood.
In a recent decision, the Connecticut Appellate Court held that “supervisor” for hostile work environment discrimination claims brought under Connecticut law is the same as applied in similar federal claims brought pursuant to Title VII.
This Littler Lightbulb highlights some of the more significant employment and labor law developments at the U.S. Supreme Court and federal courts of appeal over the last month.
This Annual Report on EEOC Developments—Fiscal Year 2022, our twelfth annual publication, is designed as a comprehensive guide to significant Equal Employment Opportunity Commission developments over the past fiscal year.
The 2023 Virginia legislative session closed last month with substantially less activity than we have seen in recent years, in light of the politically divided government in the Commonwealth.
On April 18, 2023, the U.S. Supreme Court heard oral argument in Groff v. DeJoy, a case raising the issue of how great a burden an employer must bear in order to accommodate an employee’s religious belief or practices.
Although public outcry is often great, courts in the Netherlands do not readily assume the existence of serious culpability, especially if the employer does not have a specific policy prohibiting such behaviour.
