In a decision that is already being cited in other courts around the country, the U.S. Court of Appeals for the Eleventh Circuit held that discrimination based on sexual orientation is not included in Title VII’s prohibition against discrimination “because of sex.”
The U.S. Court of Appeals for the Fifth Circuit allowed a professor to move forward with her Title VII hostile work environment claims under the continuing violations doctrine, reversing summary judgment in favor of the educational institution where she worked.
The uncertainty surrounding the Department of Labor's (DOL) white collar overtime rule continues, with the agency requesting more time to continue its appeal of an injunction halting implementation of the rule.
The U.S. Court of Appeals for the Ninth Circuit sent an employment dispute to arbitration this week, reversing a denial of the employer's motion to compel arbitration.
President Donald J. Trump appointed new leaders for the federal employment agencies during his busy first few days in office, tapping Victoria A. Lipnic as Acting Chair of the Equal Employment Opportunity Commission (EEOC) and Philip A. Miscimarra to lead the National Labor Relations Board (NLRB).
After multiple petitions, and amidst a broadening split of the federal appellate courts, the U.S. Supreme Court earlier this month to decide whether class action waivers in arbitration agreements in the employment context violate the National Labor Relations Act.
Ruling in a closely watched case, the California Supreme Court declared that on-duty and on-call rest periods violate state law.
For the first time in more than a decade, the Equal Employment Opportunity Commission (EEOC) published new guidance on national origin discrimination.
While employers wait to see the impact of Donald Trump's forthcoming presidency, voters made their feelings clear on two employment-related issues: minimum wage and marijuana.
The AARP filed suit against the Equal Employment Opportunity Commission (EEOC) in D.C. federal court, requesting an injunction to halt the implementation of the EEOC’s new wellness program regulations.