Last week, California Governor Jerry Brown signed a law that requires employers to prove they are not paying workers differently because of their race or ethnicity. This new requirement builds on California’s Equal Pay Act, which took effect January 1, 2016, and prohibits private employers from paying male and female employees a different wage rate for substantially similar work. Also last week, the EEOC announced that it will begin to collect summary pay data from certain employees in 2018 to aid investigations into wage discrimination.

• The EEOC announced the creation of The Small Business Resource Center on its website.  The agency describes the Center as a “user-friendly one-stop source for information” about federal anti-discrimination laws affecting employers.
• The Department of Labor sued tech firm Palantir Technologies for systematic discrimination against Asian job applicants.
• A former Chipotle employee was awarded $7.65 million in her sexual harassment lawsuit against the fast food chain.
• A former engineer at Tesla accused the car manufacturer of age discrimination.

• SHRM covered how employees’ social media posts can get them fired.
• The ABA Journal discussed the problems Pokemon Go poses for employers.
• Brian Sommer assessed HR’s expanded role in managing digital technology in the workplace.
• The Atlantic explained how tech companies employ sentiment-analysis software to understand how their employees feel about their jobs.

• The House of Representatives voted to delay implementation of the Department of Labor’s new overtime rules.
• A second lawsuit was filed accusing Wells Fargo of punishing or firing workers for refusing to create unauthorized accounts to meet quotas, and the Department of Labor launched a “top to bottom” review of Wells Fargo’s employment practices over the years.

• Jon Hyman wrote about OSHA’s new whistleblower rules.
• The Department of Labor released its new rule requiring federal contractors to provide their employees with seven days of paid sick leave annually.
• A casino-gaming company agreed to pay $500,000 in fines to the Securities and Exchange Commission to settle allegations that it fired an employee who reported to senior management and the SEC that the company’s financial statements might be distorted.