On August 7, 2023, the EEOC announced its proposed regulations relating to the enforcement of the Pregnant Workers Fairness Act (“PWFA”). Passed in 2022, the PWFA requires employers to provide reasonable accommodations to workers affected by pregnancy, childbirth or a related medical condition.Continue Reading EEOC Proposes Regulations for Implementation of Pregnant Workers Fairness Act
As of February 1, 2023, the Chicago Human Rights Ordinance (“CHRO”) provides protections for the bodily autonomy of workers.Continue Reading Amendment to Chicago Human Rights Ordinance Protects Bodily Autonomy of Workers
In late 2022, Congress passed the Pregnant Workers Fairness Act and the PUMP Act. Both Acts are among a number of protections passed to address working conditions for women workers.Continue Reading Pregnant or Nursing Mothers in the Workplace Get Some Relief
As of Tuesday, November 1, 2022, all New York City employers with at least four employees are required to include a wage range in job postings. The law, referred to as Local Law 59, is just one of many similar laws across the country aimed at increasing pay transparency.Continue Reading New York City Joins Growing Number of Jurisdictions Requiring Pay Transparency
On October 11, 2022, the Department of Labor (“DOL”) unveiled a proposed rule to define the test for independent contractor status under federal wage and hour law. The proposed rule is the latest in a series of back-and-forth political maneuverings and seeks to replace a proposed Trump administration regulation that sought to classify workers as independent contractors if they own their own businesses or have the ability to work for competing companies (the “Contractor Rule”). The DOL’s new proposal mirrors guidance from the Obama administration that the Trump administration had sought to withdraw and replace with a more business-friendly test. Continue Reading DOL’s Proposed Independent Contractor Rule Would Classify More Workers As Employees