Effective October 1, 2016, “places of public accommodation” in Massachusetts are prohibited from discriminating against persons based on their gender identity. Under this new anti-discrimination law signed by Governor Charlie Baker this summer, places of public accommodation must allow individuals to use or access gender-segregated areas such as bathrooms and locker rooms consistent with their
One Step Closer to Closing the Pay Gap? EEOC Proposes Expanding EEO-1 Report
Co-written by: Jacqueline Botchman, a third year law student at the University of New Hampshire School of Law
The U.S. Equal Employment Opportunity Commission on Wednesday, July 13, 2016 publicized a revised proposal to expand pay data collection through the Employer Information Report (EEO-1). The proposed revision would require private employers and federal contractors with
EEOC Provides Resource on Leave as Accommodation
Employers have a new resource document to use when determining when and how to grant employees leave as a reasonable accommodation under the Americans with Disabilities Act. The document, published by the EEOC, is entitled Employer-Provided Leave and the Americans with Disabilities Act.
The ADA
applies to employers with 15 or more employees. It requires
EEOC to Issue Guidance On National Origin Discrimination: Public Comment Period to Open July 1
The United States Equal Employment Opportunity Commission (“EEOC”) announced on June 2, 2016 its intention to issue a revised comprehensive enforcement guidance addressing national origin discrimination under Title VII. The proposed guidance will be open for public comment for thirty days only beginning July 1, 2016.
The EEOC has issued a number of guidance documents
What Do “Bathroom Bills” Mean for Employers?
Last month, national retail chain Target announced that it would allow transgender employees and customers to choose the restroom and fitting room facilities that correspond to their gender identity. Target took this step in response to laws, and proposed laws, in places like North
EEOC Proposes New Enforcement Guidance on Retaliation
As has been the case since 2009, the Equal Employment Opportunity Commission again reported that retaliation remained the most frequently filed discrimination charge in fiscal year 2015. With the continued upward trend of these claims, the EEOC has issued new proposed guidance which broadly
Federal Government to Seek Salary And Pay Information From Large Employers to Address Gender Pay Gap
Seven years after the Lilly Ledbetter Fair Pay Act was signed into law, the Obama Administration has announced additional steps to address the gender pay gap in this country. Specifically, the Equal Employment Opportunity Commission (EEOC) has proposed changes to the Employer
What You Should Know About the EEOC’s New Proposed Rule on GINA and Wellness Programs
Employer-sponsored wellness programs are a popular tool to incentivize healthy living and maintain an active, engaged workforce. But such programs can present legal risks to employers and must be specifically tailored to avoid running afoul of certain employment laws. One such law
EEOC’s Enforcement Guidance on Pregnancy Discrimination Updated
On June 25, 2015, the Equal Employment Opportunity Commission (“EEOC”) updated its Enforcement Guidance: Pregnancy Discrimination and Related Issues to make it consistent with the decision in Young v.United Parcel Service, Inc. (UPS), the most recent U.S. Supreme Court case on pregnancy discrimination.
The Young court analyzed under what circumstances the Pregnancy Discrimination Act
When Domestic Violence Enters the Workplace
Headlines about Ray Rice and the NFL remind us all that domestic violence does not stop at the door of an employee’s home. It is a serious crime and one that has lasting impacts on those affected by it. This post