Skip to content

Employer Law Blog

We address issues, cases and matters of statutory and regulatory compliance of employment law that can impact a business' growth and profitability.

Employer Law Blog
June 15, 2020

Supreme Court Issues Landmark Ruling, Extending Federal Anti-Discrimination Protections to the LGBT Workforce

This morning, SCOTUS issued its decision in Bostock v. Clayton County, Georgia, a case heard during the first week of its current term.  In the decision, the Court extends anti-discrimination protections in the workplace to LGBT employees, in a 6-3 decision written by Justice Gorsuch and joined by Chief Justice Roberts. 

Employer Law Blog
April 18, 2017

It’s Unanimous

The SCOTUS handed down a definitive 9-0 decision on a case centered on issues surrounding appellate courts, district courts and Equal Employment Opportunity Commission subpoena requests. How will the decision impact employers? Appellate courts should defer to district court decisions regarding Equal Employment Opportunity Commission subpoena requests and only consider if the lower court abused its discretion in approving or denying a subpoena, a unanimous U.S. Supreme Court has ruled.

Employer Law Blog
September 7, 2016

TOO CLOSE FOR COMFORT: The EEOC Resolves a Suit for Claustrophobia Accommodation

Regis Corporation, dba SmartStyle, has agreed to pay $60,000 in damages and back pay to a former employee to settle a lawsuit that was brought by the EEOC in the Western District of Texas. Regis’ employee worked as a hair stylist. Due to her claustrophobia, she could not work at a salon station if it was in a confined space located between others. The EEOC claimed in the lawsuit that Regis violated the ADA when it refused to accommodate the stylist’s claustrophobia and then fired her.

Employer Law Blog
August 17, 2016

EMPLOYER ALERT: Remember EEO-1 Reports Are Due September 30th And Beware For Next Year

The September 30, 2016, due date for employers to file their annual EEO-1 reports with the Equal Employment Opportunity Commission (EEOC) is on the near horizon. Private employers with 100 or more employees, and federal government contractors or first-tier subcontractors with 50 or more employees and a contract/subcontract of $50,000 or more, should take the appropriate measures to file their reports on time. The EEO-1 remains unchanged for 2016, but under a recent proposal employers will be required to provide substantial pay data with the a revised EE0-1 Report.

Employer Law Blog
August 2, 2016

Seventh Circuit Holds Title VII Does Not Protect Sexual Orientation

On July 28, 2016, the Seventh Circuit issued its decision in Hively v. Ivy Tech Community College holding Title VII does not prohibit employment discrimination on the basis of sexual orientation. The Seventh Circuit’s opinion is the first to address this issue since the Equal Employment Opportunity Commission held in July 2015 sexual orientation is sex discrimination and therefore violates Title VII.