Harassment prevention is still a top priority for federal agencies (which means it should be a priority for all employers). Last spring, we blogged about the EEOC’s guidance on this issue, and now the OFCCP has issued its own guidance, this time focusing on harassment in the construction industry.

There is nothing particularly

The landscape of employment is undergoing a seismic shift as employers increasingly integrate technology, particularly artificial intelligence (AI), into workplace practices. AI workplace uses include a variety of applications, such as resume screening, employee monitoring software, and video interviewing tools that evaluate candidates’ performances. In light of this transformation, the United States Department of Labor

Illinois Gov. J.B. Pritzker signed legislation last week that will require Illinois employers to inform workers and job seekers about their use of artificial intelligence (AI) technology in making employment decisions. The new law, known as H.B. 3773, also prohibits the use of AI that leads to discriminatory practices against employees. The bill offers

If an employer or coworker persistently uses a transgender worker’s wrong name or identified pronoun, can that constitute a hostile work environment in violation of Title VII? In Copeland v. Georgia Department of Corrections, the Eleventh Circuit Court of Appeals said it could, vacating and remanding a trial court’s grant of summary judgment on

Can you prevent your employees from handing out pro-union paraphernalia if they’re on a paid break? After brewing on the issue, the D.C. Circuit says no, backing baristas in the first of five National Labor Relations Board (NLRB) rulings involving Starbucks currently pending before the circuit courts of appeal.

As we’ve noted before, unions

Everyone has been preparing for the recently enacted Pregnant Workers Fairness Act and the PUMP Act. Earlier this month the EEOC gave us another reason to make sure our policies are up to snuff. Frontier Airlines and the EEOC reached a settlement on claims filed in 2018 and 2019, which alleged that Frontier discriminates

For more than 50 years, the Equal Employment Opportunity Commission has required certain employers to submit annual EEO-1s with workforce demographic data (i.e., number of employees by job category and by sex and race or ethnicity). Additionally, the Office of Federal Contract Compliance Programs regulations require certain federal contractors to file this data as well.