Colorado Senate Bill 24-205, landmark legislation that expressly creates statutory tort liability for AI algorithmic discrimination in the employment context, has passed both houses of the Colorado General Assembly, and is expected to be signed into law.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
New statutory guidance has been published about controversial “fire and rehire” practices, where an employer dismisses a worker to then rehire them on different terms.
On April 29, 2024, the White House released a statement entitled, “Biden-Harris Administration Announces Key AI Actions 180 Days Following President Biden’s Landmark Executive Order.” A few hours later, the DOL released guidance on AI.
As the UK general election, which must happen before the end of January 2025, approaches, we delve into the potential implications of a Labour government on employment law in Great Britain.
On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) released a long-anticipated update to its enforcement guidance on harassment in the workplace.
With the deadline for gender pay gap reporting in the UK having just passed, we explore some of the broader pay gap reporting, pay equity and pay transparency developments, and predict how these wider external influences may lead to future change.
