Compliance Stuff

Pride Month provides an opportunity for you to recognize the resilience of the LGBTQ+ community at your workplace amid an evolving and often challenging legal and political landscape . Now more than ever, this year’s Pride celebration comes at a critical time for you to support members of the LGBTQ+ community at your place of business while keeping up with the evolving challenges they face. We invite you to take this quiz and learn more about Pride history and LGBTQ+ rights in the workplace. 1. In what year did the first pride march take place? a. 1965 b. 1970 c. 1973 d. 1992 2. In what year did the Supreme Court strike down state bans on same-sex marriages as unconstitutional? a. 1995 b. 2004 c. 2013 d. 2015 3. Roughly 14 million adults in the US identified as LGBTQ+ in 2024, and that number is growing rapidly as members of Gen Z are _____ more likely than their Gen X counterparts to identify as LGBTQ+. a. 2x b. 3x c. 4x d. 6x 4. Federal law requires states to recognize same-sex marri...

Transcript INTRO Accommodation requests for mental health issues are on the rise. Even though these types of disabilities might not be outwardly apparent, employers must address requests for mental health accommodations in the same way they would evaluate— and potentially accommodate—any disability as legally required.       On this episode of We get work®, we explore how employers can effectively engage in the interactive process to ensure employees struggling with mental health concerns can remain productive members of the workforce.   Our hosts today are Cepideh Roufougar, co-leader of the California Advice and Counsel resource group, and Joanne Lambert, principals, respectively, in the San Francisco and Orlando offices of Jackson Lewis.   Cep and Joanne, the question on everyone's mind today is: What steps can employers take right now to remain ADA-compliant when addressing employees’ requests for mental health accommodations, and how does that impact my bu...

  In response to the fact that “Artificial intelligence (AI) holds extraordinary potential for both promise and peril,” the Biden Administration issued an Executive Order in October 2023. A s part of the Executive Order, on October 16, 2024, the Department of Labor (“DOL”) issued its   latest non-binding guidance on AI use in the workplace , which consists of principles and best practices for AI developers and employers to protect workers and ensure responsible use of AI. Both guidance and legislation around AI are rapidly changing, and employers that are utilizing or considering use of AI should be mindful of the jurisdictions that already have laws involving AI. However, even if an employer operates in a jurisdiction that does not have any AI specific laws, the DOL’s guidance may foreshadow future legal obligations, and implementation of the DOL’s best practices now may assist employers when legislation is ultimately enacted. Below is a summary of the DOL’s eight principles ...

During the Obama administration, the National Labor Relations Board (NLRB or the Board) stringently reviewed employee handbooks of nonunionized employers to determine whether particular policies infringed on employees’ rights to engage in concerted activity protected by Section 7 of the National Labor Relations Act (NLRA or the Act). While the Trump Board relaxed such scrutiny, the Biden Board has returned to the approach taken Obama era with a vengeance. A recent decision from an administrative law judge (ALJ) for the Board highlights the NLRB’s aggressive stance of invalidating employers’ workplace rules if they result in any potential infringement on an employee’s concerted activity. Starbucks Corp. v. Workers United, Case 28-CA-289622, slip op. (ALJ June 7, 2024) , arises out of a union’s attempt to organize Starbucks employees and the company’s termination of several employees and other alleged unfair labor practices occurring at several Phoenix-area stores in order to curb union ...