The U.S. Supreme Court just began its new term. A lot of what they do will have a big impact on HR.
For the first time since 1983, the feds have issued comprehensive guidance on how employers are required to treat pregnant employees.
If you’re worried about an employee’s health or safety in his current position, can you force the employee to work elsewhere?
A recent court ruling has expanded the reach of the Pregnancy Discrimination Act.
Here’s two more chapters in the continuing saga of “How Bonehead Decisions by Middle Managers Can Put a Big Dent in Your Corporate Pocketbook”:
For the second time in the past year, the EEOC has issued new guidance on how to treat pregnant employees. And while the guidance is massive, the agency could’ve saved employers a lot of headaches by simply saying this …
Pregnancy discrimination is a growing issue in today’s workplace, and employers are bending over backwards to stay away from any hint of bias. But a recent court decision indicates that mentioning a women’s pregnancy in relation to her firing doesn’t necessarily indicate discrimination.
Unlike an Alabama district court, an appeals court couldn’t see the difference between injured workers who couldn’t lift more than 20 pounds and a pregnant worker who couldn’t lift 50, since none of them could meet the requirement to lift 100 pounds. So it told the district court to take up the case again and […]
The Supreme Court just interpreted the Pregnancy Discrimination Act (PDA) differently than some employers currently do. As a result, it’ll open up employers to more lawsuits.
The Supreme Court has already ruled on a number of employment law cases this year. The next topic on its agenda: pregnancy discrimination.
This month, the U.S. Supreme Court will hear arguments on three cases that have a direct impact on how HR and employers will do business.
2014 was a pretty tough year for the Equal Employment Opportunity Commission. But that doesn’t mean employers can relax.
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