In a unanimous decision, the Supreme Court has held that the evidentiary bar to prove workplace discrimination is no higher for majority group members than it is for minority group plaintiffs.
Federal agencies like the US Department of Labor (DOL) will need to meet a higher bar when engaging in rulemaking and defending their rules in court - including recent rules addressing overtime, independent contractors, pregnancy accommodations and more.
An employee challenging a discriminatory job transfer under Title VII need not show that the transfer caused significant harm, the US Supreme Court has ruled.
The EEOC has published new guidance on anti-Arab, anti-Middle Eastern, anti-Muslim, and antisemitic discrimination in response to the Israel-Hamas conflict.
The full 5th Circuit Court of Appeals has reversed long-standing precedent regarding the type of adverse employment action a plaintiff must experience to prevail on a Title VII employment discrimination case.
The Supreme Court has rejected the long-standing interpretation of Title VII that an employer may deny a religious accommodation when the requested accommodation would impose more than a de minimis, or trifling, burden on the employer's business.
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 high-profile religious accommodation dispute may expand when employers must accommodate their employees' religious beliefs under Title VII of the Civil Rights Act.
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.