As 2018 draws to a close, California employers have a busy new year ahead of them with expanded legal obligations. SB 1300 - Sexual Harassment Omnibus
In Young v. United Parcel Service, Inc. (2015), the Supreme Court held that employers covered by Title VII are to treat pregnant employees the same
California's Department of Fair Employment and Housing has amended the Pregnancy Disability Leave (PDL) regulations to significantly expand the
After several years of delay, the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) issued highly anticipated final rules
The extent of an employer’s duty to reasonably accommodate an employee with a disability under the Americans with Disabilities Act (ADA) is not always clear.
In recent years, the U.S. Equal Employment Opportunity Commission (EEOC) has been aggressively investigating and litigating claims involving the application of local and national company attendance policies.
The EEOC's final regulations implementing the ADA Amendments Act of 2008 ("Amendments Act") were published in the Federal Register on March 25, 2011, and will be effective on May 24, 2011.
On November 9, 2010, the Equal Employment Opportunity Commission (EEOC) issued its Final Rule implementing the employment provisions found in Title II of the Genetic Information Nondiscrimination Act (GINA).
When the ADA Amendments Act went into effect in January of 2009, prudent employers shifted their focus from questioning whether an employee was truly disabled, and thus covered by the ADA, to responding to accommodation requests and engaging in the interactive process.
On September 27, 2010, President Obama signed into law the "Small Business Jobs Act of 2010."