I am pleased to share my latest post to The SHRM Blog. Important reminder that, effective today, October 15, 2018, under the New York City Human Rights Law (NYCHRL), employers must engage in a “cooperative dialogue” with applicants or employees in New York City with regard to reasonable accommodations in four (4) circumstances. More specifically, […]
Sharon Fast Gustafson, the general counsel nominee for the EEOC, hopes to focus more energy on mediation than litigation, which she described as “necessary” but also an “expensive, imperfect tool.”
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New Jersey employers who rely on employment contracts to dictate ownership rights to employee inventions may want to revisit their agreements in light of new legislation.
I keep asking myself: what more can bystanders do? I have one suggestion for consideration: peer-to-peer interventions.
A growing number of cities and states have enacted legislation banning employers from inquiring about an applicant’s past salary history in an effort to remedy the gender pay gap and combat discrimination. Illinois will not be joining that list—at least not yet.
A recent consent decree between the U.S. Equal Employment Opportunity Commission (“EEOC”) and American Airlines Inc. and Envoy Air Inc. takes direct aim at the legality of employers’ “100% return-to-work” policies which require that an employee be restriction-free before returning to work from a medical leave of absence.