U.S. Department of Education issued final Title IX regulations governing sex discrimination complaints involving educational institutions. The regulations clarify terms, expand the geographical scope of Title IX, amend the investigation process, and include sexual orientation, gender identity, and pregnancy/lactation issues within Title IX’s protections.
Articles Discussing Sex And Gender Discrimination Under Title VII Of The Civil Rights Act Of 1964
Department of Education Releases Final Rule Amending Title IX Regulations
The U.S. Department of Education has released its final amendments of the regulations to Title IX of the Education Amendments of 1972 regarding how educational institutions must handle allegations of sexual discrimination and sex-based harassment. The new regulatory requirements will go into effect Aug. 1, 2024.
Pregnant Workers Fairness Act Final Regulations Released
The Equal Employment Opportunity Commission (EEOC) released the text of the final regulations and interpretative guidance implementing the Pregnant Workers Fairness Act (PWFA) on April 15, 2024. The final regulations are expected to be formally published in the April 19, 2024, Federal Register and will be effective 60 days later.
Pennsylvania Federal Court Allows Claims of Sex Discrimination by Cisgender Male to Move Forward
Employers should be aware that cisgender employees can allege discrimination on the basis of sex under Title VII
Special Report: PWFA Final Regulations
The Equal Employment Opportunity Commission (EEOC) released the text of the final regulations and interpretative guidance implementing the Pregnant Workers Fairness Act (PWFA) on April 15, 2024. They were formally published in the April 19, 2024, Federal Register and will be effective 60 days later.
The EEOC received more than 100,000 public
EEOC Unveils Final Rule Implementing Pregnant Workers Fairness Act
On April 15, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) unveiled its final rule and interpretive guidance implementing the Pregnant Workers Fairness Act (PWFA), clarifying employers’ responsibilities under the act.
EEOC Releases Expansive Final Regulations to Implement the Pregnant Workers Fairness Act
The EEOC released its final regulations under the Pregnant Workers Fairness Act (PWFA), taking an expansive reading of the PWFA’s requirements. Upon an employee’s request, an employer will need to consider eliminating one or more essential functions of a job for up to 40 weeks during an employee’s pregnancy and
EEOC Issues Final Regulations to Implement the Pregnant Workers Fairness Act
The Equal Employment Opportunity Commission (EEOC) has issued final regulations and Interpretative Guidance to implement the Pregnant Workers Fairness Act (PWFA). The PWFA went into effect on June 27, 2023. The PWFA requires that employers with at least 15 employees provide reasonable accommodations, absent undue hardship, to qualified employees and
The Pregnant Workers Fairness Act: EEOC Issues Final Regulations
On April 15, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) issued its final rule implementing the Pregnant Workers Fairness Act (PWFA). The final rule will be published in the Federal Register on April 19, 2024, and will become effective sixty days later.
New Study Shows Gen Z LGBTQIA+ Students, Graduates Value, Seek Out Inclusive Workplaces
Employers that foster a culture of belonging for all employees will have an advantage as Gen Z is projected to make up 27% of the workforce by 2025 and their expectations will change the workplace as we know it.
Pregnant Workers Fairness Act Blocked in Texas
On February 27, 2024, a federal judge for the U.S. District Court for the Northern District of Texas blocked enforcement of the Pregnant Workers Fairness Act (PWFA) against the State of Texas, holding that the U.S. Congress passed the law—part of the Consolidated Appropriations Act of 2023—in violation of the
The Year Ahead 2024:PWFA, Religion and More
The Year Ahead 2024:Pay Equity
Welcome to We get work™ and The Year Ahead 2024 podcast series.
DOL Issues PUMP Act Compliance Guidance for Restaurant and Retail Employers
Implementation of the requirements for compliance with the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) has presented unique challenges to employers in the retail and restaurant industries due to limited space and the often fast-paced nature of business operations driven by customer demand. The U.S. Department of
Labor Department Publishes Restaurant, Retail Guidance on Compliance With PUMP Act
The Department of Labor (DOL) Wage and Hour Division (WHD) is in the process of publishing industry-specific guidance for compliance with the 2022 Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act). The DOL has published guidance for the restaurant and retail industry that includes a recorded webinar, presentation slides, and FAQs that provide examples tailored to the restaurant and retail industry.