Employment Law Navigator – Week in Review: September 2016 #3

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Last week, the legal battle between federal authorities and North Carolina over transgender bathroom access took a turn. North Carolina’s governor quietly withdrew the state’s suit against the federal government, instead electing to present its case as it defends a federal Department of Justice Civil Rights Division action that claims that North Carolina’s HB2 constitutes sex-based discrimination in education and employment in violation of three federal laws. Meanwhile, the NCAA announced it is pulling all events from North Carolina because of the state’s law banning transgender individuals from using the bathroom of their choosing—and Wired details how much that discriminatory law is costing North Carolina. In California, a new jobs program will place transgender job seekers into entry-level positions at California restaurants, and bill AB 1732, which designates single-occupancy restrooms across the state as “all gender,” has been sent to Governor Jerry Brown for signing.

Discrimination
A security firm will pay $115,000 to settle an EEOC retaliation discrimination case involving a male employee who claimed he was fired for his role in a woman’s sexual harassment complaint.
The EEOC sued a Baltimore hospital, alleging the hospital fired an employee because of his disability.
Emails leaked by Apple employees revealed that women at the company face extensive harassment and discrimination.
Technology
A new start up is fighting unconscious bias by concealing identifying information such as gender, age, and name when initially matching employers and job seekers.
Jacob Morgan offers a primer on the Internet of Things.
In Other Developments:
The Department of Labor announced a new preassessment program to screen government contractors’ labor law compliance.
A bill was introduced to Congress that would ban employers from asking job applicants about their salary histories.
 

 

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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