As featured on #Workforce Wednesday: This week, we discuss a new workplace discrimination ruling from the U.S. Supreme Court (SCOTUS), the Equal Employment Opportunity Commission (EEOC) final rule on the Pregnant Worker Fairness Act (PWFA), and how recent artificial intelligence (AI) hiring tools I will explain in detail how it works. Has previously violated federal anti-bias laws.
Podcasts: Amazon Music / Audible, apple podcastOdasee, Deezer, Google PodcastsiHeart Radio, cloudy, pandora, player FM, spotify.
SCOTUS expands scope of Title VII
Last Wednesday, SCOTUS held that an employee does not need to prove “substantial harm” to support a workplace bias claim.
EEOC releases final PWFA rule
On April 15, the EEOC released final rules and guidance to implement the PWFA. This law requires most employers with 15 or more employees to provide reasonable accommodations to pregnant employees.
EEOC takes note of AI screening tools
The EEOC recently held in federal court that software companies that provide AI recruiting tools are “employment agencies” and are liable for Title VII violations if their AI tools unfairly screen applicants in protected categories. He argued that he could be questioned.
Other highlights
FTC ultimately triggers final non-compete rules with some changes, but still unlikely to achieve goals
Trade secrets and employee mobility
Eric W. Weibast, Peter A. Steinmeier, Katherine G. Rigby, Daniel R. Levy
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This week's employment law® Every week, #Workforce Wednesday provides a minutes-long overview of key trends in employment, labor law, and workforce management.
For more highlights and news, click here. https://www.ebglaw.com/eltw343.
