Skip to main content

Compensatory Time for Private Employers?

Compensatory Time for Private Employers?

For more than 30 years, public-sector employees have been able to accrue “comp time” for working overtime hours.  This alternative to paying overtime may soon be available to private-sector employers as well. On April 5, 2017, the House Education and the Workforce Subcommittee on Workforce Protections held a hearing on a proposed legislation seeking to […]

Gay Bias Law Continues to Evolve with Ke...

Gay Bias Law Continues to Evolve with Key Appellate Rulings

Plaintiffs and their attorneys have an increasingly viable argument that Title VII’s definition of “sex” includes sexual orientation and gender identity, expanding employers’ potential liability under federal law. This is based in part on the Equal Employment Opportunity Commission’s (EEOC) firm position under the Obama Administration that both sexual orientation and gender identity are protected […]

Public Comment Period Ends For EEOC Hara...

Public Comment Period Ends For EEOC Harassment Guidance

In January, the Equal Employment Opportunity Commission (“EEOC”), the federal agency charged with enforcing anti-discrimination laws, issued proposed new harassment guidance seeking input from the public.  The public comment period ended March 21, 2017. One big take away from the Guidance is that it is the EEOC’s position that discrimination and harassment based on sexual […]

Proposed Harassment Guidance Emphasizes ...

Proposed Harassment Guidance Emphasizes Importance of Proactive Action

On January 10, 2017, the EEOC published its Proposed Enforcement Guidance on Harassment to follow up on its Report of the Co-Chairs of the Select Task Force on Harassment in the Workplace  (“Harassment Prevention Report”) from June 2016.  The Enforcement Guidance clarifies the EEOC’s position on and interpretation of how Title VII and other federal anti-discrimination laws […]