Updated to reflect the Anti-Money Laundering Act of 2020, effective January 1, 2021.
Updated in relation to the Supreme Court ruling on LGBTQ+ rights.
Updated to include information on case law regarding leave as a reasonable accommodation under the federal Americans with Disabilities Act.
There is no specific standard legal definition for what constitutes bullying, nor is there specific federal legislation in the United States that prohibits workplace bullying. However, employers could be liable under other theories of liability such as intentional infliction of emotional distress and negligent hiring. Accordingly, employers must take all necessary steps toward eliminating bullying and abusive behavior.
Updated to reflect recent changes with regard to state laws concerning medical and recreational use of marijuana.
This legal insight analyzes Supreme Court precedent on the Reasonable Factor Other Than Age Defense and a new EEOC rule that makes it harder for employers to establish the RFOA defense in a disparate impact discrimination claim under the ADEA.
Following on the heels of the August 2011 and January 2012 reports, Lafe E. Solomon, acting general counsel of the National Labor Relations Board, issued a third report on May 30, 2012, in the form of an Operations Management Memorandum, on NLRB cases involving social media.
California's Gender Nondiscrimination Act, AB 887, amends the California Fair Employment and Housing Act to add gender identity and gender expression as protected classes. This new law clarifies the terms "gender identity" and "gender expression" and protects transgender persons with respect to sex and gender.
Title VII of the Civil Rights Act of 1964 as well as myriad state and local laws prohibit employers from discriminating against employees and applicants on the basis of religion in all aspects of employment. This includes: hiring, termination, pay, promotions, benefits, job assignments or any other aspect of employment. In addition, Title VII and other antidiscrimination laws require an employer to offer a reasonable accommodation in order to resolve conflicts between an individual's sincerely held religious belief and a work rule or condition of employment, unless the accommodation would create an undue hardship for the employer.
Harassment claims are brought by employees on a daily basis and the resolution of such claims can be a very costly proposition to employers. This Legal Insight addresses some of the most common issues surrounding harassment law and provides a roadmap for employers to follow in order to understand and comply with harassment obligations.
In depth analysis of employment law relating to employee management.
XpertHR is part of the LexisNexis® Risk Solutions Group portfolio of brands.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
Copyright © 2021 LexisNexis Risk Solutions Group
© 2021 LexisNexis Risk Solutions Group.