Generally, discrimination statutes require that a worker filing a discrimination lawsuit be an employee of the company being sued. However, a recent decision from the U.S. 3rd Circuit Court of Appeals (whose rulings apply to
If you have any exposure to the daily news or, in some places, just look out your window, you can find more than ample proof that the world is a scary place. Life can be
An alcoholic employee disclosed his dependency issues to his employer. After completing treatment, the employee was terminated. Add suspected associational discrimination to the mix, and the employer finds itself in hot water over alleged Americans
A recently decided case involving the reassignment of a legally deaf forklift operator serves as a good reminder to all employers of the importance of not making assumptions and of conducting a thorough individualized assessment
A recent case decided by the U.S. 7th Circuit Court of Appeals provides helpful guidance for addressing "regarded as" disabled claims brought under the Americans with Disabilities Act (ADA). In defending its adverse actions against
The Equal Employment Opportunity Commission (EEOC) is an agency of the federal government, created by the Civil Rights Act of 1964 (Title VII). The purpose of the EEOC is to interpret and enforce federal laws
Governor Edmund G. Brown recently signed several new employment bills into law for California Employers. PAGA amended California's Private Attorney General Act (PAGA) authorizes an employee to file a civil action to recover specified civil
Female workers in California will get new tools to challenge gender-based wage gaps under legislation signed into law Tuesday that supporters say offers the strongest equal-pay protection in the nation. Democratic Gov. Jerry Brown signed
There's been an increased focus on providing special benefits to transgender individuals in the workplace. Consistent with that trend, on June 1, the Occupational Safety and Health Administration (OSHA) released "A Guide to Restroom Access
Current California law requires employers with 50 or more employees to provide two hours of sexual harassment training and education to all supervisors and managers every 2 years and for newly hired or promoted employees,
