Supreme Court ruling a 'step forward': But for EEOC or employers?
What happens if the EEOC doesn’t go all-out in an attempt to resolve discrimination complaints with employers before filing a lawsuit? That was the question before the Supreme Court.
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Learn MoreWhat happens if the EEOC doesn’t go all-out in an attempt to resolve discrimination complaints with employers before filing a lawsuit? That was the question before the Supreme Court.
As employers’ use of artificial intelligence (AI) tools continues to grow, so does the risk of running afoul of Title VII — the federal law that bans employment discrimination based on a number of protected classes including race and sex. To help employers stay on the right side of the law, the EEOC has released…
2014 was a pretty tough year for the Equal Employment Opportunity Commission. But that doesn’t mean employers can relax.
What legal issues should HR pros be watching most closely in the coming months? A leading employment law firm suggests we keep an eye on four key cases.
There’s a big difference between mistreating an employee and mistreating an employee for a reason that the law prohibits. In other words, there’s no law against just being a jerk. In a perfect world, there would be no mistreatment at all. But in the real world, the truth is that an employer can escape legal…
As two recent lawsuits show, the feds have the Genetic Information Nondiscrimination Act (GINA) clear in their sights. Here’s what HR should do about it.
Walmart has agreed to pay $60,000 and take other steps to resolve charges that it violated federal law by denying a promotion to an employee because she had young children at home. The suit was filed by the EEOC on behalf of Tiffanee Johnson, who began working at an Iowa Walmart location as a part-time…
Just how quickly can things go from bad to worse if a company decides to ignore a court order? (Spoiler – pretty darn fast. Remember that Baltimore company we told you about last month?) And earlier this week, a federal court in Texas issued a scathing decision that should drive the message home: As a…
Many Title VII cases rely on the theory that an employer intentionally discriminated against an employee or applicant. But there’s another viable theory that employees and applicants can raise, and it’s called disparate impact discrimination. Under this theory, even facially nondiscriminatory policies and practices can violate the law because they have a disproportionate negative impact…
The U.S. Supreme Court began its 2012-2013 term earlier this week. Here are the cases HR pros need to know about.
In one of the latest woke training lawsuits, a Colorado employee claimed his employer’s mandatory DEI training created a hostile work environment. When the case reached the Tenth Circuit, the appeals court affirmed a ruling in the employer’s favor. Even so, the court’s decision contained a stark warning for employers: In some cases, DEI training…
It seems like a pretty basic and commonsense rule: Pay people equal pay for equal work – regardless of their gender. But if the allegations presented in a just-resolved EEOC lawsuit are true, it’s a rule that not all employees steadfastly follow. The agency sued Inova Home Health, LLC in a Virginia federal district court…
The latest ruling on a social media debacle will only directly affect public employers — for now. Here’s why HR pros at private firms should be paying attention, too.
Another example of just how broadly the feds are interpreting employers’ religious accommodation responsibilities: A Kentucky company will pay compensatory damages to a woman who was turned down for a job after she said wearing trousers would violate her Christian beliefs.
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