Effective June 7, 2018, Washington State amended its domestic violence leave law to require employers to provide reasonable safety accommodations. The amendments also prohibit discrimination and retaliation based on actual or perceived victim status.
Washington State has joined the ranks of jurisdictions that have adopted expanded equal pay legislation. The Equal Pay Opportunity Act will take effect on June 7, 2018.
Both the New York State Legislature and the New York City Council recently adopted new legislation targeting sex discrimination and sexual harassment in the workplace.
Employers that use criminal record screening policies must continue to be vigilant about compliance with all applicable laws. A recent settlement by one of the nation’s leading retailers reinforces this point.
On February 14, 2018, Law 7, which prohibits sexual harassment, mobbing (bullying), racism and discriminatory practices in all environments, took effect. Employers must be in full compliance under the new law by May 16, 2018.
El 14 de febrero de 2018 se aprobó la Ley 7 que prohíbe el acoso sexual, el hostigamiento, el racismo y las prácticas discriminatorias en todos los ámbitos, incluyendo el lugar de trabajo y las instituciones educativas.
While the surge of state-level legislation introduced in the first quarter of 2018 has waned, some significant labor and employment bills are advancing through their legislative chambers.
In anticipation of April Fools' Day, we celebrate labor and employment cases and news that could be jokes, but aren't. If there's anything we've learned over the last year, real news and fake news are often hard to distinguish.
On March 26, 2018, the New Jersey legislature enacted amendments to existing statutes substantially expanding pay equity protections for New Jersey employees and giving rise to significant compliance and defense burdens for New Jersey employers.
The U.S. Court of Appeals for the Sixth Circuit recently ruled, in what many have described as a ground-breaking decision, that discrimination based on an employee’s transgender status is discrimination based on “sex” in violation of Title VII.
