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A bipartisan group of lawmakers is working to change the legal standards older employees must meet to bring forward age-discrimination claims.

According to the EEOC, agency guidance does not have the force of law.

Disparate-impact discrimination is a legal theory that holds that an entity may be discriminating unlawfully even though it has neutral rules if those rules have a disparate impact on a protected class. It is unintentional discrimination.

Generally, when an employee doesn’t return medical certification paperwork required to begin FMLA leave within 15 days, employers can deny the leave request. But there are circumstances under which the employee may have more time.

In a unanimous decision, the U.S. Supreme Court ruled that employees claiming they have been the victim of reverse discrimination don’t have additional hoops to jump through before getting their day in court.

The time to conduct a pay-equity audit is before employees file a suit. Conducted proactively, the audits can prevent thousands or even millions of dollars in damages and legal fees.

The EEOC has highlighted the sections of its guidance it now will not enforce. These include numerous examples such as misgendering, outing someone’s gender identity, denying access to a bathroom consistent with the person’s gender identity and using epithets regarding sexual orientation and gender identity.

Nothing is more likely to spur a lawsuit than a termination for misconduct or poor performance. Former employees may feel they have nothing to lose by suing you. That’s why you must prepare carefully. Before making a termination decision, you should follow these steps.

A memo makes clear that the DOJ wants whistleblowers to come forward with allegations of rogue DEI programs.

Not only are sectors such as retail, construction and food service more likely to be hostile environments, but the managers you rely on to stop ongoing harassment may be engaging in the harassment themselves.