With the changing landscape of employment law, the classification of workers as either employees or independent contractors under the Fair Labor Standards Act (FLSA) has emerged as a pivotal issue impacting numerous businesses. Incorrect classifications can lead to significant legal ramifications, including violations associated with overtime pay and minimum wage regulations. The evolution of worker classification criteria, influenced by varying
Navigating the recruitment process demands keen insight and finesse, especially when unsubstantiated rumors can impact the perception of potential candidates. These rumors, if unchecked, can harm a company’s reputation and impede fair hiring practices. In the digital age, where social media rapidly spreads information, HR professionals must exercise delicate judgment and swift action. Failing to handle these rumors appropriately might
In a significant legal contention, several states have challenged the U.S. Equal Employment Opportunity Commission’s (EEOC) latest guidance on LGBTQ+ workplace harassment. The core issue revolves around the EEOC’s clarification of gender identity and sexual orientation discrimination under Title VII of the 1964 Civil Rights Act. This guidance stems from the Supreme Court’s Bostock v. Clayton County ruling, which confirmed
In an era where human resources departments face mounting challenges to remain agile, compliant, and efficient, BLR has unveiled significant enhancements to its HR Hero® platform. These updates are set to reshape how HR professionals tackle employment law compliance, manage handbooks, and deliver employee training. Emphasizing customer-centricity, the platform now offers an intuitive and user-friendly interface tailored to the dynamic
In one of the most high-profile employment discrimination cases of recent years, Levi Strauss & Co. found itself in the spotlight when a former executive alleged that bias played a decisive role in her stagnation within the company. The executive, who had started at Levi Strauss as a manager in 2012 and reached the director level by 2017, claimed that
Recent developments within the U.S. Equal Employment Opportunity Commission (EEOC) signal potential shifts, elevating discourse surrounding religious rights in federal employment regulations. The appointment of Shannon Royce as chief of staff under acting chair Andrea Lucas emerges as a focal point of this change. Royce, formerly president of the Christian Employers Alliance (CEA), brings a nuanced perspective to the table.
The complexities surrounding anxiety-related claims under the Americans with Disabilities Act (ADA) have increased, challenging employers to navigate a landscape that demands empathy as well as legal awareness. The case of Jamilah Way, a former attorney from Missouri City, Texas, exemplifies the intricacies involved when an employee alleges ADA violations, including the failure to provide reasonable accommodations for anxiety and
Recent developments in employment law raise pressing questions about how remote workers can seek legal recourse for discrimination across state lines. An illustrative case involves a former KPMG manager residing in Georgia who was permitted by the court to file a lawsuit under New York state and local laws. Remote work policies have expanded dramatically, primarily during the COVID-19 pandemic,
President Trump’s recent executive order, signed on April 23, introduces a considerable shift in the application of disparate impact theory within federal civil rights laws. This move repositions enforcement priorities away from diversity, equity, and inclusion (DEI) efforts toward merit-based initiatives, challenging fundamental aspects of Title VII of the Civil Rights Act. The dual aspects of disparate treatment and disparate
Workplace harassment remains one of the most pressing issues for employers today, with legal consequences and moral obligations at the forefront. The case of Remington of Montrose Golf Club, involving two female servers facing sexual harassment from an assistant manager, elucidates the critical nature of how employers respond to such complaints. It is not merely about addressing the immediate issues
Handling employees who consistently take genuine sick leave or are medically unfit to perform their jobs is a complex issue that many employers face. The case of DQJ v. The Commissioner of the Inland Revenue Department in New Zealand sheds light on the importance of adhering to fair and legal processes in these scenarios. This case involved an employee who
President Donald Trump’s early administrative actions created significant tension regarding gender identity recognition in the workplace. Executive Order 14168, issued early in Trump’s presidency, aimed at eliminating diversity, equity, and inclusion (DEI) initiatives, which had previously embraced the recognition of multiple gender identities beyond the traditional male and female classifications. As Acting Chair of the Equal Employment Opportunity Commission (EEOC),
