As featured in #WorkforceWednesday: This week, we look at updates ranging from discrimination issues and COVID-19 guidance to local pay transparency law compliance.
Continue Reading Video: EEOC’s LGBTQ+ Guidance Blocked, Employer COVID-19 Update, NYC Prepares for Pay Transparency Law – Employment Law This Week
On December 23, 2020, Governor Cuomo signed into law Assembly Bill A5240A (“Law”), amending the State’s Civil Rights Law and Education Law to make all single-occupancy bathrooms located in public places, including schools, restaurants, bars, and other establishments, gender-neutral. The Law closely mirrors a similar New York City law passed in 2016, and marks a
After a long legislative battle, the New York State Gender Expression Non-Discrimination Act (“GENDA” or “Law”), which was signed into law and became effective on January 25, 2019, explicitly added “gender identity or expression” as a protected class under the state’s non-discrimination laws. Now, under a proposed state regulation, the New York State Division
The New York City Commission on Human Rights (the “Commission”) recently proposed new rules (“Proposed Rules”), which, among other things, define various terms related to gender identity, re-enforce recent statutory changes to the definition of the term “gender,” and clarify the scope of protections afforded gender identity status under the New York City Human Rights
Our colleagues , at Epstein Becker Green, have a post on the Health Employment and Labor blog that will be of interest to many of our readers in the retail industry: “Sixth Circuit Finds Title VII Covers Discrimination Based on Transgender Status.”
Following is an excerpt:
