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.
Following an active legislative session in Colorado, employers in the Centennial State will soon have a range of new compliance obligations to manage in areas including age discrimination, harassment and nondisclosure agreements.
Colorado has amended its pay transparency law to require employers to disclose significantly more information to existing employees about available job opportunities and career progression paths.
A bill advancing quickly through the Illinois legislature would add the state to the growing list of jurisdictions that require employers to share pay range information with job applicants.
At least eight states are currently considering legislative proposals that would require employers to disclose pay ranges, restrict employers from inquiring about prior salary history, or strengthen existing equal pay laws.
If HB 6273 is enacted, Connecticut would become the latest of a number of states and cities that require employers to disclose the pay range for a position.
Seven months before New York State's pay transparency law is scheduled to take effect, the state legislature has passed a bill amending the law to clarify how it applies to remote roles.
In a directive written last week, Texas Gov. Greg Abbott warned state agencies and public universities in the state not to use diversity, equity and inclusion (DEI) initiatives in hiring.
New York Governor Kathy Hochul has signed a bill that will require employers in New York State to list pay ranges in job postings beginning in September 2023.
The California legislature has passed a bill that would add the state to the growing list of jurisdictions that require pay ranges to be included in job postings and modify the state's pay data reporting requirements for large employers.
News: Guidance on legal considerations in HR’s recruitment process. Support and advice on finding capable, qualified candidates in a legal manner.
XpertHR® is part of the LexisNexis® Risk Solutions 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 © 2023 LexisNexis Risk Solutions
© 2023 LexisNexis Risk Solutions.