A federal judge's recent order blocking the U.S. Equal Employment Opportunity Commission from enforcing the Pregnant Workers Fairness Act against the state of Texas sows confusion for workers and may ultimately require the U.S. Supreme Court to step in and provide clarity, experts say.
A Texas state judge recently ruled that a school district's policy barring a Black student from wearing locs did not violate a state law prohibiting discrimination based on hairstyles tied to race. However, experts said employers shouldn't interpret that decision as a sign that restrictive grooming policies will pass muster.
The U.S. Supreme Court refused Monday to review a Second Circuit decision barring a former IBM employee from publicizing her arbitration win on age bias claims, despite her assertion that the appeals court improperly valued confidentiality over public access to court documents.
A steel manufacturer has agreed to hand over about $200,000 to end a sex discrimination suit alleging the company gave paid parental leave only to mothers and not fathers, according to a Thursday order from a Michigan federal judge giving the deal the final green light.
Indianapolis-based law firm Kroger, Gardis & Regas LLP is trying to unravel a settlement with Ascension Health Alliance because the firm wants to pursue its own class litigation, hospital staff told the Sixth Circuit in a brief filed Wednesday.
Mercedes-Benz paid nearly $439,000 for firing two employees who requested to take protected leave under the Family and Medical Leave Act, the U.S. Department of Labor announced Thursday.
A California state judge said she's prepared to certify a nearly 6,000-member class of Black Tesla workers alleging the manufacturer failed to address rampant racist language and graffiti at a California factory, finding the workers presented enough evidence to proceed as a group.
K&L Gates LLP announced Thursday that it has bolstered its labor, employment and workplace safety group with a partner in Dallas who made the leap from Bell Nunnally & Martin LLP.
Employers in Columbus, Ohio, will no longer be able to ask job applicants about their salary history under a law set to take effect Friday.
A split Seventh Circuit panel on Wednesday revived a former OSF Healthcare System employee's suit accusing the company of wrongfully firing her after failing to adjust performance expectations while she worked reduced hours, ruling a factual dispute remains over how much leave she took, which could lead a jury to find in her favor.
A former Sbarro employee asked the Ninth Circuit on Wednesday to order a retrial on her allegations that she was sexually assaulted multiple times by a manager and co-workers, claiming a jury verdict favoring the company resulted from a trial tainted by prejudicial assertions, improper evidence and defamatory comments toward her and her counsel.
Cannabis company Tilray Brands Inc. can't evade a nearly $4 million arbitration award to a former executive it fired, a federal judge ruled, saying the company's arguments for why the Washington district court should have jurisdiction over a Minnesota arbitration are "wrong on all counts."
Maine can continue to enforce its civil rights laws prohibiting discrimination in education and employment amid a Christian school's suit claiming an amendment to the statute prevents it from participating in a state tuition assistance program, with a federal judge ruling the school's challenge is unlikely to succeed.
A North Carolina federal court on Wednesday approved a settlement between a Charlotte hospital and former nurses who had alleged they bore the brunt of a discriminatory campaign to oust veteran nurses and bring in new workers, ending a four-year lawsuit.
The Florida Department of Juvenile Justice asked the Eleventh Circuit on Wednesday to delay enforcing its determination that it owes a Black worker nearly $1 million in damages for race discrimination, saying the U.S. Supreme Court should hear the case because the decision created a split with other circuits.
The Second Circuit revived a gender bias suit by a Verizon salesperson who claimed she was regularly subjected to sexual comments and then targeted in a layoff for complaining about it, ruling Wednesday that she put forward enough detail to send her allegations to a jury.
Tech behemoth Google LLC asked a Texas federal court Tuesday to sanction its former worker in the latest tit-for-tat in an ongoing age and gender discrimination suit, saying the former employee's attorneys had engaged in a "blatant attempt to harass and bully opposing counsel and witnesses."
Alaska Airlines is urging a Washington federal judge to toss two Christian flight attendants' claims that they were pushed out of work due to bias against their religious beliefs by the company and their union, saying they were actually fired because they expressed their beliefs in a discriminatory manner.
A discount airline unlawfully failed to contribute to employees' retirement funds when they were on military leave despite repeatedly being told about the oversight by pilots and their union, according to a proposed class action in Minnesota federal court.
A former development director for a North Carolina city said she supported her sex discrimination and retaliation claims with evidence that she was treated differently from male colleagues, urging the Fourth Circuit to overturn the city's win in her suit.
A unanimous Eighth Circuit panel tossed a Federal Mine Safety and Health Review Commission ruling that a cement company discriminated against a worker by cutting bonuses she was to receive for helping federal inspectors at a mine, saying Wednesday the cut was not motivated by bias.
WWE is not immune to the personal legal battles and controversies of disgraced founder Vince McMahon, who was recently accused of trafficking a former employee, according to a recent regulatory filing by parent company TKO.
The Eleventh Circuit has refused to reinstate a lawsuit filed by a Black former truck driver for a waste management company who said he was unfairly berated by his supervisor and then fired after 30 years of service, saying he filed his pre-suit discrimination charge too late.
Reporting pay data to state agencies is a newer facet of pay transparency, and attorneys say employers must set out clear compensation decision schemes and start gathering information sooner rather than later to stay in compliance.
A Black employee of Connecticut's state energy and environmental regulator is asking a federal judge to award more than $200,000 in attorney fees after he prevailed in a lawsuit alleging that he was racially tormented and exposed to nooses in a hostile work environment.
A Kentucky federal judge threw out a civilian human resources employee's lawsuit against the U.S. Army accusing it of holding women to more lax standards than him, saying he failed to rebut his employer's argument that he made a lot of mistakes on the job.
The New Mexico public health department said that it passed on promoting a former business operations specialist supervisor because someone else was more qualified and that it terminated the worker for inappropriate behavior, urging a federal court to grant it a win in his disability bias suit.
A Pizza Hut franchise will pay $15,000 to settle U.S. Equal Employment Opportunity Commission allegations that an Ohio restaurant subjected an employee to derogatory comments based on her disability, the commission said Wednesday.
With a recent Resume Builder survey finding that 38% of companies expect to lay off employees this year, now is a good time for employers to review several strategies that can help mitigate legal risks and maintain compassion in the reduction-in-force process, says Sahara Pynes at Fox Rothschild.
Though a Cornell University study suggests that a New York City law intended to regulate artificial intelligence in the workplace has had an underwhelming impact, the law may still help shape the city's future AI regulation efforts, say Reid Skibell and Nathan Ades at Glenn Agre.
Tracey Diamond and Evan Gibbs at Troutman Pepper discuss how themes in Steven Spielberg's Science Fiction masterpiece "Minority Report" — including prediction, prevention and the fallibility of systems — can have real-life implications in workplace investigations.
A recent amendment to New York City's sick leave law authorizes employees for the first time to sue their employers for violations — so employers should ensure their policies and practices are compliant now to avoid the crosshairs of litigation once the law takes effect in March, says Melissa Camire at Fisher Phillips.
A recent report from the New York State Department of Labor indicates that bias against transgender and nonbinary people endures in the workplace, highlighting why employers must create supportive policies and gender transition plans, not only to mitigate the risk of discrimination claims, but also to foster an inclusive work culture, says Michelle Phillips at Jackson Lewis.
It's meaningful that the U.S. Equal Employment Opportunity Commission's strategic enforcement plan prioritizes protecting vulnerable workers, particularly as the backlash to workplace racial equity and diversity, equity and inclusion programs continues to unfold, says Dariely Rodriguez at the Lawyers’ Committee for Civil Rights Under Law.
A recent Connecticut suit brought by an employee terminated after her managers could not reasonably accommodate her Alzheimer's-related dementia should prompt employers to plan how they can compassionately address older employees whose cognitive impairments affect their job performance, while also protecting the company from potential disability and age discrimination claims, says Robin Shea at Constangy.
This year, the combination of an aggressive U.S. Equal Employment Opportunity Commission, a renewed focus on large-scale recruiting and hiring claims, and the injection of the complicated landscape of AI in the workplace means employers should be prepared to defend, among other things, their use of technology during the hiring process, say attorneys at Seyfarth Shaw.
A California state appeals court’s recent decision to throw out an otherwise valid arbitration agreement, where an employee claimed a confusing electronic signature system led her to agree to unfair terms, should alert employers to scrutinize any waivers or signing procedures that may appear to unconscionably favor the company, say Guillermo Tello and Monique Eginli at Clark Hill.
By tightly construing a rarely litigated but frequently asserted term, a California federal court’s ruling that the Freedom of Information Act does not exempt reports to the U.S. Department of Labor on workplace demographics could expand the range of government contractor information susceptible to public disclosure, says John Zabriskie at Foley & Lardner.
As workers increasingly speak out on controversies like the 2024 elections and the Israel-Hamas war, companies should implement practical workplace expression policies and plans to protect their brands and mitigate the risk of violating federal and state anti-discrimination and free speech laws, say attorneys at McDermott.
The track records of and public commentary from U.S. Equal Employment Opportunity Commission leaders — including two recently confirmed Democratic appointees — can provide insight into how the agency may approach access to justice priorities, as identified in its latest strategic enforcement plan, says Aniko Schwarcz at Cohen Milstein.
Amid artificial intelligence and other technological advances, companies must prepare for the associated risks, including a growing suite of privacy regulations, enterprising class action theories and consumer protection challenges, and proliferating disclosure obligations, say attorneys at Eversheds Sutherland.