Over the last two years, starting even before the Supreme Court’s decision regarding affirmative action in June 2023, there has been a noticeable uptick in bills introduced in state legislatures restricting inclusion, equity, and diversity practices.
On April 17, 2024, the Oregon Court of Appeals recognized a government employee’s whistleblower claim under state law against a city that employed him under an intergovernmental agreement with another city.
On April 19, 2024, the U.S. Department of Education issued its updated final regulations enforcing Title IX of the Education Amendments of 1972, which will govern sex discrimination complaints regarding conduct that occurs after August 1, 2024.
On April 17, 2024, the Supreme Court decided that employees do not need to suffer “significant” harm to state a claim of discrimination under Title VII.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
On March 7, 2024, Mexico’s Ministry of Labor and Social Welfare published a Gender-Focused Protocol for Labor Inspections, designed as a tool for labor inspectors to assess employers’ compliance with the gender equality laws.
La Secretaría del STPS publicó un Protocolo para la Inspección Laboral con Perspectiva de Género, diseñado como una herramienta para que los inspectores laborales evalúen el cumplimiento de las leyes de igualdad de género por parte de los empleadores.
Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2024 have emerged.
The British Columbia Human Rights Tribunal found that a restaurant and its managers that refused to use a server’s pronouns, among other actions, discriminated against the complainant in employment based on their gender identity and expression.
