On February 26, 2018, the Second Circuit became the second federal appellate court to rule that sexual orientation discrimination is prohibited by Title VII of the Civil Rights Act of 1964, following the Seventh Circuit’s April 2017 decision in Hively v. Ivy Tech Community College, which reached the same conclusion.
Continue Reading Diverging From The DOJ, The Second Circuit Rules That Sexual Orientation Discrimination Is Prohibited By Title VII
EEOC FY 2017 Statistics Recap: Retaliation Claims Charge Ahead
Last week the EEOC released its charge statistics from fiscal year 2017, which ran from Oct 1, 2016 through Sept 30, 2017.
- Retaliation was the most common claim in FY 2017, followed by race discrimination, disability discrimination, sex discrimination (all types, including sexual harassment), age discrimination, national origin discrimination, and religious discrimination.
- Charges were down a bit in all categories, but monetary relief was up in LGBT cases and, in sexual harassment cases, was at the highest level since 2010. BUT — note that the EEOC’s fiscal year ended before the #MeToo movement began so we predict the 2018 statistics will paint a very different picture.
- Further, note that the EEOC’s new online portal, launched in November 2017, which makes it incredibly easy for individuals to sign in and file charges.
Continue Reading EEOC FY 2017 Statistics Recap: Retaliation Claims Charge Ahead
SEC Invites Regulated Entities To Voluntarily Submit Self-Assessments Of Diversity Policies And Practices–Read This Before You Accept
Last week, the Securities and Exchange Commission (SEC) Office of Minority and Women Inclusion (OMWI) introduced its voluntary Diversity Assessment Report for Entities Regulated by the SEC. The Report is intended to help SEC-regulated entities conduct self-assessments of their diversity policies and practices, and provides these entities with a template for submitting information about their self-assessments to OMWI. Conducting self-assessments and providing the information to OMWI are voluntary.
The SEC’s Report is in line with the recent demands from US shareholders demanding transparency and accountability when it comes to gender pay and commitments to creating more inclusive and diverse workplaces. We expect diversity and inclusion to remain at the forefront of legal issues facing employers for years to come.Continue Reading SEC Invites Regulated Entities To Voluntarily Submit Self-Assessments Of Diversity Policies And Practices–Read This Before You Accept
Top 10 New Year’s Resolutions For California-Based Multinational Employers
In mid-December, we hosted our Annual California Update in Millbrae, CA. We were so pleased to see many of you in attendance.
Our End-of-Year Newsletter will hit inboxes shortly, but until then – here’s our top 10 New Year’s resolutions for multinationals in 2018:
Continue Reading Top 10 New Year’s Resolutions For California-Based Multinational Employers
New CA Law Prohibits Salary History Inquiries — 3 Steps To Take Now
On October 12, 2017, California Governor Jerry Brown signed a landmark new law barring California employers — and their agents — from inquiring about applicants’ previous salaries and benefits.
The law goes into effect on Jan. 1, 2018.
Here are 3 steps to take now to prepare:
- Remove all salary questions from hiring forms (including
New Mandatory Gender Pay Gap Reporting In The UK
The TLDR on the new UK pay gap reporting regs:
New Requirements
- From April 2017, employers with at least 250 employees (which may include some contractors) in the UK will need to publish details of their gender pay gap on an annual basis.
- The gender pay gap reflects the difference between what women are paid,