On May 6, 2020, the Department of Education (DOE) issued its Final Rule adopting amended regulations implementing Title IX of the Education Amendments of 1972 (Title IX).
In a series of guidance, the EEOC addressed protections under the ADA for workers who are at higher risk of severe illness from COVID-19, clarified when such individuals may be excluded from the workplace, and shared examples of accommodations.
On May 7, 2020, the U.S Equal Employment Opportunity Commission (EEOC) announced that it will not collect Form EEO-1 workplace demographic data for calendar year 2019 this year.
As the nuances of Colorado Governor Jared Polis’s “Safer at Home” Order continue to reveal themselves to Colorado employers resuming operations, one more state agency has weighed in: the Colorado Department of Labor and Employment.
As jurisdictions across the country are gradually easing up on stringent business closures and similar restrictions, employers may be confronted with a new dilemma: employees who are hesitant to return to work.
Under the Workplace Transparency Act, all Illinois employers must provide mandatory sexual harassment training to all employees by December 31, 2020, and annually thereafter.
In guidance issued on April 23, 2020, the Equal Employment Opportunity Commission (EEOC) stated that employers may choose to administer COVID-19 testing to employees before they enter the workplace to determine if they have the virus.
On April 19, 2020, the New York City Commission on Human Rights (the “Commission”) announced that it has formed a COVID-19 response team to handle reports of harassment and discrimination related to the coronavirus outbreak.
The Equal Employment Opportunity Commission recently confirmed that it has stopped issuing right-to-sue letters in an effort to delay the start of litigation deadlines.
