The U.S. Equal Employment Opportunity Commission (EEOC) final rule implementing the Pregnant Workers Fairness Act (PWFA) went into effect June 18, 2024, but not without legal challenge.
The final rule, covered in a previous GT Alert, requires employers to offer reasonable workplace accommodations to workers who are pregnant or have a condition related to
Maryland and Washington, D.C., are the latest jurisdictions to enact pay transparency and wage history laws, joining other states such as California, Colorado, Illinois, New York, and Washington that are taking steps to address pay disparity concerns.
On Aug. 30, 2023, the WHD of the DOL released a NPRM that proposes to revise the “white collar” overtime exemption regulations applicable to executive, administrative, and professional employees. Most notably, the highly anticipated proposal seeks to raise the salary threshold under which employees are eligible for overtime pay under federal labor law to $1,059
Several states and local entities have enacted laws or introduced legislation to address the use and/or effects of artificial intelligence in the workplace. The latest and most sweeping is New York City’s recent enactment of Local Law 144 of 2021.
On June 29, 2023, the U.S. Supreme Court decided Students for Fair Admissions, Inc. v. President and Fellows of Harvard College, holding that Harvard College and the University of North Carolina (UNC)’s admissions programs violated the Equal Protection Clause of the Fourteenth Amendment. While the decision does not directly impact private employers’ diversity, equity
The federal Pregnant Workers Fairness Act (PWFA or the Act) will take effect June 27, 2023. The Act requires “covered employers” to provide “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.” The Equal Employment Opportunity Commission (EEOC) will
On Oct. 11, the United States Department of Labor (DOL) issued a proposed rule that would change the definition of “independent contractor” for companies, a modification that could impact worker classification across various industries. Essentially, the Notice of Proposed Rulemaking (NPRM) repeals the Trump administration’s independent contractor rule and reinstates the principal factors used in
In April 2021, President Biden issued Executive Order 14026, Increasing the Minimum Wage for Federal Contractors, directing an increase in the hourly minimum wage paid by contractors to workers under federal contracts governed by the Fair Labor Standards Act, the Service Contract Act, or the Davis-Bacon Act to $15 per hour, effective Jan. 30, 2022.
Employers can no longer mandate pre-dispute arbitration for claims of sexual assault or sexual harassment by employers.
On Jan. 26, 2022, the Department of Defense, General Services Administration, and NASA issued an interim rule amending the Federal Acquisition Regulation (FAR) to implement EO 14026 (87 FR 4117). This GT Alert provides a summary of the key requirements of the Interim Rule and the associated FAR amendments.