Fourth Circuit Affirms That Expanded Damages/Jury Trials Not Available for ADA Retaliation Claims
The U.S. Court of Appeals for the Fourth Circuit has ruled that equitable relief is the only type of remedy
DOJ Proposes Expanded Web Accessibility Regulations for Public Sector Websites
The U.S. Department of Justice (DOJ) has proposed revisions to its rules governing the accessibility of state and local government
EEOC Issues Proposed Regulations Giving Broad Interpretation to Pregnant Workers Fairness Act
The Equal Employment Opportunity Commission (EEOC) has proposed regulations to implement the Pregnant Workers Fairness Act (PWFA), a bipartisan law
EEOC Issues Updated Guidance on Visual Disabilities in The Workplace
The U.S. Equal Employment Opportunity Commission (EEOC) has issued new guidance on visual impairments in the workplace, entitled Visual Disabilities in
New DOL Opinion Letter Addresses How Holiday Impacts Weekly Leave Entitlement
The Department of Labor (DOL) has issued a rare opinion letter under the Family and Medical Leave Act (FMLA) addressing
Supreme Court Rejects Race as Factor in College Admissions: Impact on Company CD&I Programs?
The consideration of race in the admissions processes at Harvard University and the University of North Carolina (UNC) violates the
Supreme Court Clarifies Title VII Religious Accommodation Standard: Undue Hardship Means Substantial Cost
The Supreme Court has ruled that an employer must show that an employee’s requested religious accommodation under Title VII of
OFCCP Makes Available Multiple Foreign Language Versions of Its CC-305 Disability Self-ID Form
The Labor Department’s Office of Federal Contract Compliance Programs (OFCCP) has posted on its website several foreign language versions of
Pregnant Workers Fairness Act Becomes Effective This Week
The Pregnant Workers Fairness Act (PWFA) took effect on June 27, 2023. The PWFA requires a covered employer to provide
Eleventh Circuit Rules No Unlawful Interference With FMLA Rights Absent Request for Leave
An employee’s failure to inform her employer that she was requesting leave under the Family and Medical Leave Act (FMLA)