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.
Court rejected employee’s claims that permitting employees to speak only Japanese in business meetings, where individuals who do not speak Japanese are present and are without an interpreter, constitutes unlawful discrimination based on race/ethnicity.
Employers with jobs located in the unincorporated areas of the County of Los Angeles will soon need to navigate another layer of burdensome regulations based on the County’s new fair chance hiring ordinance.
On March 4, 2024, a unanimous three-judge panel not only upheld and continued the preliminary injunction against Florida’s “Stop WOKE” law, but also went further, determining it is unconstitutional.
The NJ Domestic Workers’ Bill of Rights, one of three laws signed in early January relating to protecting immigrants and part of the Murphy administration’s larger effort to build a more inclusive state for all citizens, will take effect in July 2024.
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.
Utah joins the growing list of states, including California, New Jersey and New York, enacting their own #MeToo-inspired laws prohibiting confidentiality clauses regarding sexual misconduct.
Earlier this month, in the midst of Race Equality Week in the UK, the Labour party announced that they propose to make significant changes to discrimination laws if they win the next general election.
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.
