This week, we’re breaking down the U.S. Supreme Court’s (SCOTUS’s) new workplace discrimination decision, the Equal Employment Opportunity Commission’s (EEOC’s) final rule on the Pregnant Workers Fairness Act (PWFA), and how recent artificial intelligence (AI) hiring tools have violated federal anti-bias laws.
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SCOTUS Expands Title VII's Reach
Last Wednesday, SCOTUS held that employees do not have to prove “significant harm” in order to support a workplace bias claim.
EEOC Releases Final Rule for PWFA
On April 15, the EEOC published its final rule and guidance to implement the PWFA. This law requires most employers with a workforce of 15 or more to make reasonable accommodations for pregnant employees.
EEOC Weighs In on AI Screening Tools
The EEOC recently argued in federal court that a software company that provides AI hiring tools is an “employment agency” and can be held liable for Title VII violations if its AI tools unfairly screen out applicants in protected categories.
Other Highlights
The FTC Finally Pulls the Trigger on a Final Noncompete Rule, with a Few Changes, but Remains Unlikely to Ever Hit Its Target
Trade Secrets & Employee Mobility
Erik W. Weibust, Peter A. Steinmeyer, Katherine G. Rigby, Daniel R. Levy
Maryland Expected to Expand Pay Transparency Requirements in Fall 2024
Workforce Bulletin
Ann Knuckles Mahoney; Tammy Tran; Eric I. Emanuelson, Jr.
Federal Rules, State Action Complicate In-House Labor Strategies
Bloomberg Law Daily Labor Report
Paul DeCamp quoted
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Employment Law This Week® gives a rundown of the top developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday.
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