On December 2, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) launched EEOC Explore, an interactive tool that allows users to view workplace demographic data collected through Form EEO-1.
On November 23, 2020, the California Department of Fair Employment and Housing issued additional guidance for employers regarding their requirement to file employee compensation data with the state beginning in March of next year.
On October 27, 2020, the British Columbia Human Rights Tribunal (BCHRT) released its decision regarding the last remaining issue remitted to it by the Court of Appeal in Suen v. Envirocon Environmental Services.
On November 10, 2020, the Colorado Department of Labor and Employment (CDLE) issued its final Equal Pay Transparency (EPT) Rules implementing Colorado’s Equal Pay for Equal Work Act, which goes into effect January 1, 2021.
Although the 2020 presidential election is technically behind us, razor-thin and contested elections for the presidency and Congress remain, potentially drawing out the uncertainty through the new year.
As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
In October 2020, both Allegheny County, Pennsylvania and the City of Pittsburgh passed Creating a Respectful and Open Workplace for Natural Hair (CROWN) Acts.
The California Department of Fair Employment and Housing released FAQs providing limited guidance to employers as to how to comply with their obligations for filing employee compensation data with the state under the recently enacted SB 973.
