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.
The measure will provide federal protection for same-sex and interracial marriages. It also will formally repeal the 1996 Defense of Marriage Act, which had denied same-sex couples federal benefits.