Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings.
As we enter the third year of the global COVID-19 pandemic, many U.S. businesses are implementing long-delayed return-to-office plans and hoping to establish a new equilibrium.
This Annual Report on EEOC Developments – Fiscal Year 2021, our eleventh annual publication, is designed as a comprehensive guide to significant EEOC developments over the past fiscal year.
Five individuals, including a consultant who provides diversity, equity & inclusion (DE&I) training to employers, have filed a lawsuit seeking a preliminary injunction against Florida’s “Stop WOKE” Act.
On April 22, 2022, Florida enacted so-called “anti-woke” legislation, amending the Florida Civil Rights Act and potentially limiting the ability of employers to include discussions of “implicit bias” or systemic racism in workplace training.
A California court held that AB 979 - designed to increase diversity on corporate boards - was unconstitutional. How will this decision affect IE&D legislation? And how can corporations lean into this trend, while remaining within the bounds of the law?
In the last few years, a flurry of state privacy legislation has bolstered protections for everything from biometric data to rights of deletion. Location data is no exception.
The New York City Commission on Human Rights (NYCCHR) has published a fact sheet providing guidance on the heavily anticipated salary transparency law, which will take effect on May 15, 2022.
