Employment Law Alerts

Sweeping Changes to Connecticut's Sexual Harassment Laws Will Have a National Impact

Connecticut recently made several noteworthy changes to its sexual harassment laws designed to help eliminate harassment, prevent retaliation against claimants and expand protection when claims are made. Eliminate Harassment Prior to the enactment of the new law, Connecticut employers were required to post in the workplace information regarding sexual harassment and available remedies. Under the ...

Dramatic Changes to New York's Harassment Prevention Law

It is now much easier for employees in New York to assert claims of workplace harassment. In the past, in order to bring a claim of workplace harassment in New York, employees were required to demonstrate that the alleged harassment was either severe or pervasive. Employees no longer have to satisfy that burden. In addition, New York's new statute allows a prevailing plaintiff to recover punitive ...

Update on Requirement to Report EEO-1 Wage and Hour Data

As previously reported in our Alert published on March 7, 2019, a federal judge has ordered the EEOC to provide guidance regarding the collection of wage and hour data ("Component 2 data").  On April 4, the EEOC submitted a filing to the court saying it would have to engage a third-party contractor, at a cost of over $3 million, in order to process the Component 2 data. Even though the judge has ...

EEO-1 Pay Data Collection Requirement Reinstated - OMB's Stay Vacated

 In September 2016, the Equal Employment Opportunity Commission ("EEOC") expanded its collection efforts to include summary W-2 pay data and total hours worked by race, ethnicity, and gender from employers that already file the EEO-1 report (e.g., private employers with over 100 employees and federal contractors with more than 50 employees). This initiative was intended to help close the pay gap ...

New York State's New Employment Discrimination Law: GENDA

  On February 24, 2019, New York state's Gender Expression Non-Discrimination Act ("GENDA") went into effect.  GENDA prohibits all employers with four or more employees from discriminating against workers on the basis of their actual or perceived gender identity, gender expression, or their transgender status.   Gender identity or expression is defined as having gender identity, self image, ...