In recent years, there has been a growing movement to ban discrimination against natural hairstyles. This movement was cultivated by the introduction of the Creating a Respectful and Open World for Natural Hair (“CROWN”) Act, which seeks to prohibit discrimination in the workplace based on hair texture and protective hairstyles commonly associated with an individual’s race, such as afros, braids, twists, cornrows, tight coils, bantu knots, and locs.Continue Reading The CROWN Act: Unbraiding the Legal Issues for Employers
Video: NLRB Unfair Labor Practice Charges Surge, NYC Prohibits Size Discrimination, FL Expands E-Verify Requirements – Employment Law This Week
As featured in #WorkforceWednesday: This week, we recap the continued rise in unfair labor practice (ULP) charge filings reported by the National Labor Relations Board (NLRB); New York City’s new prohibitions against size discrimination in employment, housing, and public accommodations; and Florida’s forthcoming E-Verify requirements for public and private employers with 25 or more employees.Continue Reading <em>Video:</em> NLRB Unfair Labor Practice Charges Surge, NYC Prohibits Size Discrimination, FL Expands E-Verify Requirements – <em>Employment Law This Week</em>
DOL Publishes New FLSA and FMLA Posters
It’s time for covered employers to update their Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA) posters.
The U.S. Department of Labor (DOL) has issued an updated FLSA Minimum Wage Poster to reflect covered employers’ new lactation accommodation obligations under the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act.Continue Reading DOL Publishes New FLSA and FMLA Posters
EEOC Issues New Workplace Artificial Intelligence Technical Assistance
Since late October 2021, when the Equal Employment Opportunity Commission (EEOC) launched its Initiative on Artificial Intelligence (AI) and Algorithmic Fairness, the agency has taken several steps to ensure AI and other emerging tools used in hiring and other employment decisions comply with federal civil rights laws that the agency enforces, including Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA). Among other things, the EEOC has hosted disability-focused listening and educational sessions, published technical assistance regarding the ADA and the use of AI and other technologies, and held a public hearing to examine the use of automated systems in employment decisions.Continue Reading EEOC Issues New Workplace Artificial Intelligence Technical Assistance
The End of COVID-19 Guidance? EEOC Publishes Technical Assistance “Capstone”
When the COVID-19 pandemic began in 2020, employers found themselves in uncharted territory – a new virus, public health emergency declarations, and legislation. Against this onslaught of emerging circumstances, the Equal Employment Opportunity Commission (EEOC) published guidance on the application of existing federal equal employment opportunity laws to COVID-19 workplace issues. Since first releasing “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act and Other EEO Laws” in March 2020, the agency has followed up with several revisions. The EEOC published its latest version of the guidance on May 15, 2023, just ten days after the World Health Organization declared an end to the COVID-19 global public health emergency and six days after the federal COVID-19 Public Health Emergency (PHE) technically concluded. Below, are the most significant updates in what the agency has called its “capstone” guidance (the “Revised Guidance”).Continue Reading The End of COVID-19 Guidance? EEOC Publishes Technical Assistance “Capstone”
Chicago’s Amended “Ban the Box” Ordinance Imposes Stricter Criminal History Use and Notification Requirements on Employers
Chicago has amended its “Ban the Box” Ordinance (the “Ordinance”) to further align with Illinois law. The Ordinance, which originally took effect in 2015, provides protections for both prospective and current employees. Historically, the Ordinance restricted when Chicago employers with fewer than 15 employees and certain public employers could inquire about or consider an individual’s criminal record or criminal history. The new amendments, which took immediate effect, expand application of the Ordinance to almost all Chicago employers and impose significant new assessment and notice requirements thereon. The amendments also expressly incorporate into the Ordinance provisions from the Illinois Human Rights Act (IHRA) that prohibit employers from inquiring about or considering an individual’s arrest record. The amendments did not modify the Ordinance’s penalties, however, so employers are still liable for fines of up to $1,000 per violation, license-related disciplinary actions, and potential discrimination charges before the Chicago Commission on Human Relations.Continue Reading Chicago’s Amended “Ban the Box” Ordinance Imposes Stricter Criminal History Use and Notification Requirements on Employers
Maryland Delays Implementation of State’s Paid Family and Medical Leave Program
On May 3, 2023, Maryland Governor Wes Moore signed into law SB 828, which amends the state’s Family and Medical Leave Insurance Program (the “Program”) that was originally established in April 2022. As we previously reported, the Program generally provides eligible employees with 12 (but in some cases, 24) weeks of paid leave to be used for certain covered family and medical-related absences. The Program and SB 828’s amendments—which will take effect on June 1, 2023—are nuanced, so below are five significant updates from the new legislation for Maryland employers to consider.Continue Reading Maryland Delays Implementation of State’s Paid Family and Medical Leave Program
New York City Considers Prohibiting Discrimination Based on Weight and Height
*UPDATE: Mayor Adams signed Int. 0209-2022 into law on May 26, 2023. It will take effect on November 22, 2023.
Mayor Eric Adams finds on his desk this week a New York City Council bill that would provide New York City based employees, visitors, and residents protection from discrimination based on their height or weight. The proposed local law would amend Section 8-101 of the Administrative Code of the City of New York, also known as the NYC Human Rights Law (NYCHRL).
On May 11, 2023, an overwhelming majority of the New York City Council (44 out of 51 members) voted to amend the Administrative Code to add two more characteristics, height and weight, to this list. The bill will take effect 180 days after Mayor Adams signs it into law. If he does so, New York City will join a small cohort of places (including Michigan, Washington State and Washington, D.C., to name a few) that have legislated on this issue.Continue Reading New York City Considers Prohibiting Discrimination Based on Weight and Height
Podcast: How to Secure Key Employees in Health Care M&A Transactions – Employment Law This Week
As featured in #WorkforceWednesday: This week, we bring you our special Spilling Secrets podcast series on the future of non-compete and trade secrets law:
Human capital often drives the value of merger and acquisition (M&A) deals in the health care industry. Buyers involved in these deals must retain key employees to secure that value.
Epstein Becker Green’s Spilling Secrets hosts Erik W. Weibust and Katherine G. Rigby join forces with the Diagnosing Health Care podcast hosts Daniel L. Fahey and Timothy J. Murphy to talk about strategies to retain these employees.Continue Reading <em>Podcast:</em> How to Secure Key Employees in Health Care M&A Transactions – <em>Employment Law This Week</em>
New Jersey Creates Website to Provide Guidance for Recently Enacted Temporary Workers’ Bill of Rights
On May 8, 2023 the New Jersey Department of Labor and Workforce Development (“NJDOL”) announced that it has created a web page to highlight key provisions and provide guidance for compliance with the recently enacted Temporary Workers’ Bill of Rights (the “Law”). As we previously discussed, the Law creates notification requirements for temporary help service firms when placing a temporary laborer at a worksite, prohibits retaliation against a temporary laborer for exercising his or her rights under the Law, and requires equal pay and benefits for temporary laborers performing the same or substantially similar job functions as employees of the third party contracting employer at each worksite. Although the bulk of the Law’s provisions do not take effect until August 5, 2023, the notification and prohibition on retaliation provisions are effective as of May 7, 2023.
The web page provides an overview of the Law and a set of Frequently Asked Questions (“FAQs”) covering the Law’s key provisions. The FAQs discuss which provisions went into effect on May 7 and summarizes those set to take place August 5, noting that additional guidance will be published in the coming months.Continue Reading New Jersey Creates Website to Provide Guidance for Recently Enacted Temporary Workers’ Bill of Rights