That is SO last week

Last week's historic U.S. Supreme Court decision on same-sex marriage dominated the news across the country.  Among its many effects, this ruling means that human resources departments will be busy revising Family and Medical Leave Act policies, insurance programs, and other family-related benefit policies to make them inclusive of same-sex spouses. Despite the need for policy revisions, some commentators believe HR policy management will be made easier. 

Discrimination

• Fortune covered the case of the “devious defecator” and a $2.2 million dollar GINA violation.
• The EEOC issued updated pregnancy discrimination guidance in light of the Young v. UPS decision.
• When a plasma collection center terminated an employee it mistakenly believed was HIV-positive, the EEOC filed a lawsuit.
• The New York Times followed the next battle for gay rights activists: the fight for federal anti-discrimination protections in employment.

Technology

• Robin Schooling asked all the right questions about using big data to determine which employees will be successful.
• The Atlantic and The UpShot Blog asked if algorithms should make hiring decisions and if they will improve diversity hiring.
• Buzzfeed declared that robot overlords are not coming after jobs, yet.
• The discrimination risks associated with data analytics were described by Corporate Counsel.
• In a world without work, robots and other artificial intelligence will handle all tasks, according to The Atlantic.
• Inc. discussed how employees' use of social media makes them into “brand ambassadors,” with good and bad results.
• Recruiting Trends covered six reasons why employers need to make sure applicants can use their mobile devices to apply.

In other developments

• The U.S. Supreme Court upheld key provisions of the Affordable Care Act, and employers must continue to implement the ACA’s provisions.
• Wage & Hour Insights provided some advice if you find yourself in the U.S. Department of Labor’s crosshairs.
• Lawffice Space discussed “negative” FMLA certifications and a split Third Circuit Court of Appeals decision that could cause much consternation for employers.