DC’s Protecting Pregnant Workers Fairness Act

The District of Columbia Protecting Pregnant Workers Fairness Act of 2014 (PPWFA) became effective March 3, 2015. The new law significantly expands existing protection for pregnant workers. Under existing law, employers were already required to accommodate pregnancy-related conditions that met the definition of disability.  Some argued that employers were also required to accommodate pregnant women who did

OFCCP Proposes Revisions to Sex Discrimination Guidelines

The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) yesterday issued a Notice of Proposed Rulemaking that would revise the existing Sex Discrimination Guidelines. The revision would set forth the requirements for covered federal contractors and subcontractors to prevent sex discrimination in employment.  The notice will be published in the Federal Register tomorrow,

New Legal Treatise on Family Responsibilities Discrimination

Employment lawyers and HR professionals now have a go-to reference for issues involving employees with family caregiving obligations: Family Responsibilities Discrimination by Cynthia Thomas Calvert, Joan C. Williams, and Gary Phelan (Bloomberg BNA 2014). Just published, this first-of-its-kind legal treatise provides a comprehensive explanation of the rights and obligations of employers and employees when employees

10 Key Takeaways for Employers from the EEOC’s New Pregnancy Discrimination Enforcement Guidance

The EEOC issued a lengthy and detailed enforcement guidance today that summarizes the changes over the past30 years in the laws that affect pregnant employees. Here are 10 key things the EEOC said employers need to know now to make sure they treat pregnant employees lawfully: 1.  The fundamental rule of the Pregnancy Discrimination Act

FRD and the EEOC’s Strategic Enforcement Plan: What Employers Need to Know and Do

Failing to accommodate pregnant employees, paying mothers less and harassing men who take family leave are going to draw the attention of the EEOC over the next several years.  Here’s what employers can do now to avoid the agency’s spotlight.   The EEOC approved a Strategic Enforcement Plan last month, laying out for employers the areas