1) In the recent federal cases of Meyers v. California University of Pennsylvania and Doe v. Rutherford County, the U.S. Supreme Court ruling on workplace retaliation claims was upheld by both federal courts. The U.S. Supreme Court ruling was based on the 2013 case University of Texas Southwestern Medical Center v. Nassar and concluded that claims involving workplace retaliatory termination must be able to clearly show that the termination was a direct result of the employee engaging in a Title VII protected activity, not that the activity was one of the motivating factors as had been previously upheld in the U.S. Court of Appeals for the Fifth Circuit.
Read more about workplace retaliation claims.
2) With Tim Cook, the CEO of Apple coming out of the closet about being gay, LGBTQ audiences across America, as well as those in support of LGBTQ equality within the workplace, welcomed the news warmly in hopes of finally achieving the recognition and open lifestyle which they deserve as employees...
Read more about Tim Cook's announcement.
3) Recently, the Equal Employment Opportunity Commission (EEOC) of the U.S. filed its first two lawsuits in the history of the organization involving transgender discrimination. Both EEOC v. R.G. & G.R. Harris Funeral Homes Inc. and EEOC v. Lakeland Eye Clinic, P.A. contained illegal and discriminatory terminations against transgender individuals. The EEOC affirms that both the employers of the funeral home and the eye clinic were in direct violation of Title VII of the Civil Rights Act of 1964. By taking on its first two transgender discrimination cases, the EEOC makes history, attempting to underline the equality of transgender individuals within the workplace.
Read more about the EEOC's two historical first cases.
4) California was an active state in regards to employment law decisions this entire year, so we have been keeping abreast of workplace law developments there. Recently, the state ruled that a parent company with no employees will be help accountable for its subsidiary's lack of paying its respective employees based on minimum wage and legal overtime benefits. California also ruled that employers are now responsible to provide all their employees with an allotted time of paid sick leave. The ruling came into full effect in the middle of July.
Read more about California's employment law decisions this year.
By Anna Witan