Section 6 of the CROWN Act, on employment, prohibits employers (employers, employment agencies, labor organizations or joint-labor management committees) from discriminating against individuals, by refusing or failing to hire them, or discharging them...
The U.S. Equal Employment Opportunity Commission (EEOC) released a new workplace poster titled “Know Your Rights: Workplace Discrimination is Illegal,” which replaces the former “EEO is the Law” poster.
The previous standard prevented employees from bringing sexual harassment claims when teasing or fleeting remarks were at issue. However, the new standard relies on a reasonable person standard that provides employees bringing an action with a better chance of
winning a sexual harassment case.
In employment discrimination, harassment, or retaliation lawsuits, the employer always loses. Even if there is little to no financial loss to the organization, the diminished reputation alone is reason enough for companies to ensure they are creating a work culture and environment for employees that encourages diversity and discourages discrimination in any form.
The new amendment to the New York State Human Rights Law, N.Y. Exec. Law § 296, requires the creation of a toll-free, state-wide, confidential hotline for complaints of workplace
Bystander intervention is when a witness, or bystander, steps in to diffuse harassment or inappropriate behavior. Bystander intervention could also mean speaking out against more subtle behaviors like implicit bias, that might be more difficult to spot, but are still harmful in the workplace.
With the recent string of high-profile stories in the news about employees suing their employers for alleged sexual harassment in their workplace, it is critical that employers maintain environments that are free from all forms of discrimination in the workplace
While the EEOC’s latest report on the Status of Workers with Disabilities in the Federal Sector highlights how technology has been helpful in supporting disabled workers, they’ve also recently released a technical document warning employers of how technology—particularly AI used in hiring and assessment—can actually discriminate against workers with disabilities.
On April 27, 2022, the Chicago City Council passed an amendment by the Commission on Human Relations and Mayor Lori Lightfoot to the city’s sexual harassment laws to make them stronger and promote a safer workplace environment.
Employers must provide their employees with a work environment free from workplace discrimination, including workplace harassment. In addition to the obvious moral imperative to treat employees fairly, federal law prohibits workplace discrimination.
On September 1, 2021, Texas significantly expanded employer obligations under state sexual harassment laws by enacting two new laws: HB
On January 20, 2021, President Biden signed an Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity