Texas and Arkansas have become the latest two states to adopt CROWN Acts - laws that prohibit discrimination based on hairstyles often associated with race such as Afros, locks and braids.
Employers that use AI and algorithmic decision-making tools must be careful that the technology does not systematically disadvantage people based on their race, color, religion, sex or national origin, according to a new guidance document from the Equal Employment Opportunity Commission (EEOC).
A bill advancing quickly through the Illinois legislature would add the state to the growing list of jurisdictions that require employers to share pay range information with job applicants.
Individuals in Missouri will have to undergo therapy before seeking gender-affirming care under an emergency rule issued by the state attorney general.
A high-profile religious accommodation dispute may expand when employers must accommodate their employees' religious beliefs under Title VII of the Civil Rights Act.
At least eight states are currently considering legislative proposals that would require employers to disclose pay ranges, restrict employers from inquiring about prior salary history, or strengthen existing equal pay laws.
The $659 penalty is assessed for each offense, so employers with multiple worksites and/or locations where notices to applicants and employees are customarily posted may face additional penalties.
Michigan employers may not discriminate based on sexual orientation, gender identity or gender expression under a new law signed by Gov. Gretchen Whitmer.
If HB 6273 is enacted, Connecticut would become the latest of a number of states and cities that require employers to disclose the pay range for a position.
News: HR and legal considerations for employers regarding federal, state and local equal employment opportunity (EEO) laws, including discrimination, harassment and fair pay.