Supreme Court Miniseries: Religious Accommodation at Work
Employment Law Now VII-133 - Hot Summer Employment Law Developments
#WorkforceWednesday: SCOTUS Introduces Heightened Standard for Religious Accommodation, Rules Against Affirmative Action, Protects “Expressive” Services - Employment Law This Week®
#WorkforceWednesday: The Biden EEOC, New Religious Guidance, and Diversity Training Ban Repealed - Employment Law This Week
On-Demand Webinar | Employment Issues With a COVID-19 Vaccine
K&L Gates Triage: Avoiding the Risks Associated with Mandatory Vaccination Programs
Few issues are more sensitive for employers than accommodating employees’ religious practices and observances. In recent years, Muslim employees and their employers have struggled with how to handle the religious requirement...more
The rise of remote work has forced employers to tackle one challenge after another – and now the biggest challenge is effectively managing remote and hybrid workforces for the long term. When the pandemic hit, many employers...more
Owners Survey, about 70% of U.S. households own pets, up from 67% in the 2019-20 survey. As pet ownership increases, apartment dwellers may face the challenges of finding pet-friendly housing. Apartment leases often come...more
The Pregnant Workers Fairness Act (PWFA), which became effective on June 27, 2023, requires covered employers to provide a reasonable accommodation for a qualified employee’s limitations surrounding pregnancy and childbirth...more
On April 19, 2024, the Equal Opportunity Employment Commission (EEOC) issued a final rule (the Rule) to implement the Pregnant Workers Fairness Act (PWFA). Although the PWFA went into effect last year in June 2023, the EEOC’s...more
On April 19, 2024, the Equal Employment Opportunity Commission published its final rule interpreting the Pregnant Workers Fairness Act. Today, the newly minted regulations went into effect....more
The Pregnant Workers Fairness Act (PWFA), which has been in force since June 27, 2023, expands protections for individuals by requiring covered employers make reasonable accommodations to “known limitations” related to...more
The U.S. Equal Employment Opportunity Commission (the “EEOC”) issued a final regulation to implement the Pregnant Workers Fairness Act (“PWFA”). The regulation goes into effect on June 18, 2024....more
On April 15, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) issued a Final Rule on implementing the Pregnant Workers Fairness Act (PWFA). The PWFA was enacted in December 2022 and has been in effect since June...more
Complete answers may be several years in the making. A year ago this month, in Groff v. DeJoy, the Supreme Court of the United States held that an employer who rejects a request for a religious accommodation “must show that...more
The Pregnant Workers Fairness Act (PWFA), the newest member of the family of federal anti-discrimination laws, is almost one year old! Instead of inviting employers over for cake and photo ops, after one year of accepting...more
May 2024 NJ Supreme Court holds that non-disparagement provisions cannot prohibit disclosure of details relating to claims of discrimination, retaliation, or harassment - The New Jersey Supreme Court unanimously held that...more
When consulting with employers regarding employee accommodation requests under the Americans with Disabilities Act, we frequently hear concerns that granting a requested accommodation will likely result in coworkers making...more
On April 15, 2024 the U.S. Equal Employment Opportunity Commission (EEOC) published final regulations on the new federal Pregnant Workers Fairness Act (PWFA). The new regulations, which will take effect June 18, 2024,...more
The U.S. Equal Employment Opportunity Commission (EEOC) issued a final rule and interpretative guidance (Regulations) to implement the Pregnant Workers Fairness Act (PWFA), which goes into effect June 18, 2024....more
Through two unanimous decisions, the Supreme Court has made it easier for employees to avoid arbitration due to their status as "transportation workers" and to challenge job transfers as discriminatory under Title VII. ...more
Recent legislative developments at both the federal and state levels have extended workplace protections for pregnant individuals and new parents. The Equal Employment Opportunity Commission (“EEOC”) issued a final regulation...more
While diversity enriches the workplace, it can also present challenges for employers striving to create inclusive environments that accommodate everyone’s perspectives. In Kluge v. Brownsburg Community School Corp., a federal...more
On April 15, 2024, the U.S. Equal Employment Opportunity Commission (“EEOC”) announced its Final Rule implementing the Pregnant Workers Fairness Act (“PWFA”), which went into effect in June 2023. Unless it is blocked by legal...more
*And are sorry you asked. Last Friday, the Equal Employment Opportunity Commission published its final regulations on the Pregnant Workers Fairness Act. The regulations will take effect on June 18, just under a year since...more
On April 15, the EEOC issued its final regulations interpreting the Pregnant Workers Fairness Act, a law that became effective on June 27, 2023. The regulations will take effect on June 18, 2024....more
On April 15, the Equal Employment Opportunity Commission (EEOC) issued its long-awaited final rule and interpretive guidance implementing the Pregnant Workers Fairness Act (PWFA). As noted in AFS’s previous alerts (here...more
The U.S. Equal Employment Opportunity Commission (EEOC) unveiled final regulations and guidance on the new federal Pregnant Workers Fairness Act (PWFA). The final regulations and guidance contain detailed guidance to help...more
The U.S. Equal Employment Opportunity Commission's (EEOC) issued its much-awaited final rule implementing the Pregnant Workers Fairness Act (PWFA) on April 15, 2024. The PWFA requires employers to provide pregnant workers or...more
As we previously wrote when the Pregnant Workers Fairness Act (PWFA) went into effect in June 2023, the law requires most employers with 15 or more employees to provide “reasonable accommodations” for a qualified employee’s...more