Discrimination
An employee challenging a discriminatory job transfer under Title VII need not show that the transfer caused significant harm, the US Supreme Court has ruled.
The EEOC's final regulations made modest changes from the proposed version issued last summer, adding some examples of possible accommodations and clarifying questions around the law's scope.
The EEOC has published new guidance on anti-Arab, anti-Middle Eastern, anti-Muslim, and antisemitic discrimination in response to the Israel-Hamas conflict.
The Equal Employment Opportunity Commission (EEOC) expects to issue final regulations implementing the Pregnant Workers Fairness Act (PWFA) by the end of 2023, according to the agency's latest regulatory agenda.
The full 5th Circuit Court of Appeals has reversed long-standing precedent regarding the type of adverse employment action a plaintiff must experience to prevail on a Title VII employment discrimination case.
The EEOC has unveiled proposed regulations to implement the Pregnant Workers Fairness Act, a landmark federal law expanding employees' rights to obtain reasonable accommodations at work for pregnancy, childbirth and related medical conditions.
The EEOC has issued updated guidance about how the ADA applies to job applicants and employees with visual disabilities, including addressing issues related to the use of AI decision-making tools.
Under the Texas Regulatory Consistency Act, a number of local laws in Texas - including anti-discrimination ordinances in Austin, Dallas, Fort Worth and San Antonio - will be preempted September 1.
The Supreme Court held that consideration of race in university admissions is unconstitutional, in a ruling with implications for the DEI efforts of private-sector employers.
The Supreme Court has rejected the long-standing interpretation of Title VII that an employer may deny a religious accommodation when the requested accommodation would impose more than a de minimis, or trifling, burden on the employer's business.
News: HR guidance and support on how to develop and implement policies to prevent and respond to employee discrimination claims against protected classes.