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|Supreme Court Delivers New Life to Pregnancy Discrimination Claim|
Nicole Bermel Dunlap, Leanne C. Mehrman; Bernstein Shur;
April 16, 2015, previously published on March 26, 2015Executive Summary: On March 25, 2015, the United States Supreme Court issued an opinion that redefines the standard for disparate treatment claims under the Pregnancy Discrimination Act (PDA). In Young v. United Parcel Service, Inc., the Court applied the McDonnell Douglas burden-shifting standard...
|Balancing Life's Responsibilities: Canadian Human Rights Developments in the Accommodation of Family Status|
Barbara B. Johnston, Chelsea K. Ritchie; Dentons Canada LLP;
April 15, 2015, previously published on February 12, 2015With an increase in the number of dual-income households in Canada, it is not surprising that employers are facing growing demands from workers for flexible work regimes that allow for the fulfillment of childcare obligations. As many parents struggle to meet both work and family obligations,...
|Recent Amendments to the Michigan Freedom of Information Act|
Karrie A. Zeits; Smith Haughey Rice & Roegge, P.C.;
April 15, 2015, previously published on March 31, 2015Most public bodies are aware by now that the legislature passed significant amendments to the Freedom of Information Act (FOIA) at the close of their 2014 legislative session. These amendments are scheduled to take effect on July 1, 2015. The primary goals of the amendments were to put in place...
|Supreme Court Revives Pregnancy Discrimination Case|
Ruth A. Horvatich; McGrath North Mullin & Kratz, PC LLO;
April 13, 2015, previously published on 1st Quarter, 2015“[W]hy, when the employer accommodated so many, could it not accommodate pregnant women as well?” This is the question the United States Supreme Court posed to the Fourth Circuit in Young v. United Parcel Service, Inc., as it voted 6-3 to revive a pregnancy discrimination case where a...
|Establishment of Foundations|
Ecem Susoy; Erdem Erdem Law Office;
April 13, 2015Establishment of Foundations
|Utah Adds Sexual Orientation and Gender Identity to Anti-Discrimination Laws|
Cecilia M. Romero; Holland & Hart LLP;
April 7, 2015, previously published on March 17, 2015On March 12, 2015, Utah signed into law a bill that protects individuals on the basis of sexual orientation and gender identity in employment and housing. The law contains certain exceptions for religious organizations and permits employers to maintain reasonable dress codes and sex-specific...
|OFCCP’s Proposed Sex Bias Rules Continue Focus on Compensation, Pregnancy Accommodation, and Gender Identity|
A. Craig Cleland, Dara L. DeHaven; Ogletree, Deakins, Nash, Smoak & Stewart, P.C.;
April 1, 2015, previously published on February 3, 2015On January 28, 2015, the Office of Federal Contract Compliance Programs (OFCCP) issued a Notice of Proposed Rulemaking (NPRM) to replace the current sex discrimination guidelines. This updated rule is intended to reflect legislative changes that have occurred since the guidelines were implemented...
|OFCCP Issues Proposed Sex Discrimination Rules to Replace Sex Discrimination Guidelines|
Mickey Silberman; Jackson Lewis P.C.;
March 30, 2015, previously published on January 28, 2015OFCCP announced today proposed regulations which would replace its Sex Discrimination Guidelines. What’s new? First, the rules would create new obligations whereas the Guidelines were “interpretations and guidelines” regarding Executive Order 11246’s prohibition of sex...
|New Sexual Harassment Laws Coming Soon to the Workplace|
Daniel Pugen; McCarthy Tétrault LLP;
March 26, 2015, previously published on March 10, 2015On March 6, 2015, the Ontario Government published its plan aimed at addressing sexual violence and harassment in Ontario. The document is titled, “It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment” (the “Action Plan”). The Action Plan has a lot to...
|Meeting the Duty to Accommodate - A Success Story: University of British Columbia Reasonably Accommodated Researcher with Severe Mouse Allergy|
Kirsten D. Hume; McCarthy Tétrault LLP;
March 26, 2015, previously published on March 4, 2015The duty to accommodate is a difficult process because it is uncertain. Whether an employer has met its duty to accommodate under human rights law requires an individualized assessment on a case-by-case basis. In addition, the standard of “undue hardship” is a high and moving target,...