Compliance Stuff

GovDocs’ Webinar  Employment Law Shifts: First 120 Days of Trump Administration  tackles several of the notable employment law changes initiated by President Trump’s Second Administration. As stated by Presenter Jana Bjorklund, GovDocs Senior Counsel and Director, the Trump Administration has been “wildly busy” over the last four months, and much of it has been directed towards employment law.    In the webinar, Bjorklund identifies several key employment law shifts – including DEI, disparate impact liability, and federal contractor compliance – and discusses how these changes impact employers. Diversity, Equity, and Inclusion   There should be no surprise to employers that DEI has been a “hot button” since the start of Trump’s second term, as indicated by Bjorklund . Notably, she discusses two executive orders signed by President Trump earlier this year that had immediate impact to DEI:  Executive Order 14151 – Ending Radical and Wasteful Government DEI Pr...

Each month, GovDocs Employment Law & Compliance Team will provide the scoop on key bills making their way through the legislative process. This month tackles pending legislation on discrimination laws at the state level. While there is a plethora of pending discrimination legislation, this article will specifically discuss three bills that have passed both the House and Senate in Oregon, Hawaii, and Montana.     Oregon Discrimination Legislation  Oregon’s state legislature recently passed House Bill 3187 ( HB 3187 ) relating to age-based employment discrimination during the first stages of the job application process. If signed by the governor, HB 3187 would amend the state’s discrimination law so that employers, prospective employers, and employment agencies are prohibited from requesting or requiring an applicant to provide their age, date of birth, or dates of attendance and/or graduation of any educational institution prior to completing an initial interview ...

Connecticut’s Discrimination Poster   Connecticut significantly streamlined its Discrimination Poster. Instead of including three separate lists of protected classes of discrimination, the poster now states that Connecticut law prohibits discrimination in employment, housing and public accommodations, and credit transactions on the basis of:    Age   Alienage   Ancestry   Color   Disability (past and present intellectual, mental, learning, and physical disabilities, including, but not limited to, blindness, deafness, mobility impairments, and use of a guide dog or guide dog in training)   Familial status (housing only)   Gender identity or expression    Genetic information (employment only)   Lawful source of income (housing and public accommodations only)   Marital status   National origin   Race   Religious creed   Sex (including pregnancy, childbirth and related conditions, accommodations for pregna...