Although the 2020 presidential election is technically behind us, razor-thin and contested elections for the presidency and Congress remain, potentially drawing out the uncertainty through the new year.
As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
In October 2020, both Allegheny County, Pennsylvania and the City of Pittsburgh passed Creating a Respectful and Open Workplace for Natural Hair (CROWN) Acts.
The California Department of Fair Employment and Housing released FAQs providing limited guidance to employers as to how to comply with their obligations for filing employee compensation data with the state under the recently enacted SB 973.
The Human Rights Tribunal of Ontario made a $170,000 damage award to a vulnerable employee who, after being sexually harassed by her direct supervisor, engaged in unwelcome sexual activity, fearing that if she refused she would lose her job.
On October 21, 2020, the Office of Federal Contract Compliance released a Request for Information (RFI) relating to federal contractor and subcontractor training, and the recently issued Executive Order 13950.
On October 7, 2020, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) released Frequently Asked Questions under the recent Executive Order 13950 regarding diversity and inclusion programs for federal contractors.
