Last week, there were developments in two cases in different Pennsylvania courts involving employer liability—or lack thereof—for data breaches involving employee personally identifiable information (PII). A Pennsylvania state appellate court affirmed a dismissal of a proposed class action by employees of the University of Pittsburgh Medical Center whose PII was stolen in a data breach perpetrated by hackers. And in Pennsylvania federal court, in a case in which an ex-employee accuses Coca-Cola Co. of exposing himself and other employees to identity theft after several dozen company laptops were stolen, Coca-Cola told the court that it was not obligated to safeguard the worker’s personal information pursuant to an employment contract.

• The EEOC seeks public comment on its proposed enforcement guidance on harassment.
• A Houston nightclub was ordered to pay $139,366 to a waitress who alleged the club discriminated against her for refusing to provide documentation proving she was not HIV-positive.
• The EEOC sued Marquez Brothers International Inc. and its affiliates for failing to hire non-Hispanic candidates because of their race.
• News broke that Fox News secretly settled a suit over sexual harassment allegations against Bill O’Reilly.
• Harvard Business Review studied the impact of biased managers on minority job performance.
• LexisNexis Risk Solutions agreed to pay more than $1.2 million to resolve allegations of systematic pay discrimination against women managers.

• Amazon announced it will create 100,000 full-time jobs with benefits in the next 18 months.
• The Economist issued a compelling article on the necessity and difficulty of equipping all workers to keep pace with technological change.
• A guest contributor to HR Dive identified some workplace tech trends to watch out for in 2017.
• A former Snapchat employee alleged in a lawsuit that the social media company misrepresented its user statistics and attempted to make him share trade secrets about Facebook during recruitment.
• ManPower Group issued a report detailing how technological change will alter the employment landscape.

• The Supreme Court agreed to consider whether employers can require workers to sign arbitration agreements that prevent them from pursuing group claims in court.
• SHRM offered advice for staying civil at work while handling sensitive subjects like performance reviews and budgeting.
• A private arbitrator ruled that Uber drivers are independent contractors, not employees, in the first U.S. arbitration to test that issue.