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Conversations on racial and gender pay discrimination in the workforce have gained momentum in light of the growing understanding of the need for pay equity. New equal pay laws and a competitive talent market have further driven pay inequity into the light of day.
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Conversations on racial and gender pay discrimination in the workforce have gained momentum in light of the growing understanding of the need for pay equity. New equal pay laws and a competitive talent market have further driven pay inequity into the light of day.
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The need to consider Americans with Disabilities Act (ADA) accommodations can happen at any time during the employment relationship. Generally, an employee will ask for an accommodation before problems with performance emerge.
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The workforce has seen shifts in various traditional practices throughout this decade, notably among them the emergence of individuals working remotely more than ever before. Remote hiring is the practice of hiring employees that work in an off-site location, or in the privacy of their own home.
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Prior to July 2nd, New Jersey’s Medical Cannabis Act lacked protections for employees’ off-duty medical marijuana use. The Act previously provided that it should not be construed to require an “employer to accommodate the medical use of marijuana in any workplace.”
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JPMorgan Chase recently reached a settlement agreement to pay $5 million to a class of male employees who alleged they were discriminated against based on their gender under a leave policy that granted longer parental leave to mothers than fathers.
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In a dynamic labor market where competition for talent is fierce and in-demand skills are always shifting, companies across industries are experiencing surges in their contract workforces. Many companies are reluctant to hire more full-time employees, instead, they are turning to contractors.
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In July 2017, Matthew Taylor – Chief Executive of the Royal Society of Arts – conducted an independent review of modern working practices. In conclusion, the “Taylor Review” – as it has become known – set out a number of recommendations for the UK Government.
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Employers are learning the hard way that those that violate pregnancy discrimination and accommodation laws may be hit with lawsuits, which could end up extremely costly in terms of time, money and resources, and cause tremendous damage to employee morale and the employer’s public image.
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