Last week, The EEOC announced a public meeting on the use of big data in employment practices. This gathering is a continuation of the agency’s interest in the relationship between data analytics and discrimination.  EEOC Commissioners will lead a discussion on big data trends and technologies, current and potential uses of big data, and the benefits and risk associated with big data use in recruiting, hiring, and employee management.

• The LA Times covered the sexual harassment and bullying allegations plaguing the National Parks Service in its 100^th year.
• Tyson Foods will pay $1.6 million to settle allegations of discriminatory hiring practices.
• A union-backed workers’ advocacy group filed complaints with the EEOC on behalf of employees of McDonalds who allege they were sexually harassed on the job.
• A male former Yahoo employee sued Melissa Mayer and other female executives for gender discrimination against men.
• A class of former and current Google employees accusing the company of age discrimination received conditional class certification.
• The EEOC sued the University of Denver for sex-based wage discrimination.

• The Huffington Post discussed the potential of branded apps to transform workplace communications and productivity.
• HR Dive discussed recruiting technology that helps reduce bias, highlighting Microsoft’s program for interviewing and recruiting candidates with autism.
• Venture Beat covered how artificial intelligence is revolutionizing the workplace.
• Data from wearable fitness trackers can provide important evidence in workplace litigation.
• Fast Company rounded up tech companies taking the lead in providing paid family leave to employees.

• The business community is skeptical about a report concluding that a $15 per hour minimum wage in Minneapolis would increase pay for workers without much negative impact on businesses.
• Liz Ryan at Forbes argued that employment at will is terrible for employers.
• Amazon delivery drivers filed a lawsuit alleging the company misclassified them as independent contractors.
• Harvard Business Review gave advice on how to manage—and mitigate the damage caused by—a toxic employee.