The EEOC is seeking public comments on proposed revisions to its Compliance Manual Section on Religious Discrimination before finalizing the guidance.
The Colorado Department of Labor and Employment (CDLE) has issued new regulations clarifying employers' obligations under a variety of labor and employment laws.
Michigan has enacted a package of laws that provide COVID-19-related liability protection to employers and retaliation protection to employees who take required leave.
There is little question that the Senate's 52-48 vote Monday night to confirm Amy Coney Barrett to fill the seat of the late Justice Ruth Bader Ginsburg will have a big impact on employers and employees.
Effective November 1, Kansas City, Missouri's anti-discrimination law will ban policies that prohibit, limit or otherwise restrict hairstyles and hair texture associated with a particular race.
Certain California-based companies will soon face new requirements for diversifying their corporate boards racially, ethnically and in terms of sexual and gender identity, plus new pay data reporting requirements.
Google's parent company has agreed to settle a sexual harassment lawsuit filed by a group of shareholders. The lawsuit claimed that male executives who had been credibly accused of sexually harassing female employees were improperly awarded multi-million-dollar severance packages.
The 7th Circuit Court of Appeals has held that an employer that fired an employee after accommodating his leave request to care for his ailing grandfather did not discriminate or illegally retaliate against him.
Norfolk Southern Railroad has agreed to pay $2.5 million to settle claims by the EEOC that it discriminated against employees and applicants based on a range of actual or perceived disabilities in violation of the Americans with Disabilities Act.
The EEOC published guidance prohibiting employers from using COVID-19 antibody testing before allowing an employee to return to work.
News: HR guidance and support on how to develop and implement policies to prevent and respond to employee discrimination claims against protected classes.
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