At issue is whether Colorado’s public accommodations law, which bars discrimination against LGBTQ people, compels a business to make wedding cakes for same-sex weddings.
While employers should take steps to avoid the flu, they must remain mindful of their obligations under federal, state, and local employment laws.
The District of Columbia and Maryland recently required employers to increase pay for employees making minimum wage, with further wage increases to come.
Wage and hour laws create a potential minefield for for-profit businesses attempting to offer internship opportunities for students.
The Seventh Circuit overruled its own precedent that held that federal civil rights law does not cover sexual orientation discrimination.
Bill 21-244 amends the Human Rights Act of 1977 to prohibit discrimination in hiring with respect to an individual’s credit information.
New OSHA Rule Requires Electronic Tracking of Workplace Injuries and Illnesses and Includes Public Posting of Data
A new OSHA rule requires that some workplace injury and illness information be submitted to OSHA electronically for posting on OSHA’s website.
A Maryland employer with compliant policies and records may choose to deduct the value of a negative leave balance from an employee’s final paycheck under certain circumstances.
Although the EEOC’s publication focused on employees’ rights under the Americans with Disabilities Act, employers who have employees suffering from mental health conditions should be aware of their potential obligations under other federal laws as well, including the Family and Medical Leave Act (“FMLA”) and the Genetic Information Nondiscrimination Act (“GINA”).
The guidance notes that the FTC and DOJ plan to specifically target no-poaching and wage-fixing agreements as “per-se illegal.” Thus, agreements between competitors to not hire away each other’s employees (no-poaching) or to limit the compensation of a certain workgroup to avoid escalating wages (wage-fixing) are illegal…