Title VII (The Civil Rights Act of 1964)
Employers that use AI and algorithmic decision-making tools must be careful that the technology does not systematically disadvantage people based on their race, color, religion, sex or national origin, according to a new guidance document from the Equal Employment Opportunity Commission (EEOC).
A high-profile religious accommodation dispute may expand when employers must accommodate their employees' religious beliefs under Title VII of the Civil Rights Act.
The $659 penalty is assessed for each offense, so employers with multiple worksites and/or locations where notices to applicants and employees are customarily posted may face additional penalties.
The Supreme Court will hear a case soon that could expand when employers must accommodate their employees' religious beliefs.
The measure will provide federal protection for same-sex and interracial marriages. It also will formally repeal the 1996 Defense of Marriage Act, which had denied same-sex couples federal benefits.
The fired Georgia employee who won a groundbreaking Supreme Court victory in 2020 for gay rights in the workplace has settled his discrimination case.
Following the decision of a federal district judge, the Biden administration's directives surrounding workplace treatment of LGBTQ employees are barred from enforcement in 20 states.
Title VII's retaliation protections do not exempt HR managers and other managerial-level employees, the 11th Circuit Court of Appeals has ruled.
Employees need not suffer tangible harm to bring a Title VII claim for the denial, or forced acceptance, of a job transfer, the DC Circuit Court of Appeals has ruled.
A pair of costly settlements in the hospitality industry - one for $1 million, and the other for $690,000 - highlight the risks to employers that fail to take proactive steps to prevent and correct sexual harassment.
News: HR guidance on how to maintain and enforce policies and practices that prohibit discrimination, harassment and retaliation under Title VII.
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