News and Insights
Learning to recognize retaliation, understanding your rights, and knowing how to respond are vital steps to protect yourself after reporting harassment or discrimination. Take action to ensure a fair and respectful workplace.
Anti-Asian discrimination in U.S. workplaces has risen sharply since the onset of COVID-19, with AAPI employees facing verbal harassment, stereotyping, exclusion from opportunities, and retaliation for reporting bias. Legal protections under Title VII of the Civil Rights Act and state-specific laws empower employees to address these challenges through documentation, internal reporting, and formal complaints to agencies like the EEOC. Combating this issue requires collective action—employees advocating for their rights and employers fostering respect, accountability, and inclusivity to create equitable workplaces for all.
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New whistleblower protections in 2024 strengthen support for employees reporting workplace misconduct. Federal updates expand the types of protected activities, boost financial incentives, and streamline retaliation complaint processes. States like California, New Jersey, Colorado, and New York have added sector-specific protections, safeguarding whistleblowers in healthcare, education, and more. These updates aim to promote transparency and ensure employees can report wrongdoing without fear of retaliation.
Reporting harassment or discrimination at work is a courageous step towards creating a safe, respectful environment. However, retaliation can still be a harsh reality. If you’ve faced adverse actions after filing a complaint, it’s essential to recognize the signs of retaliation and know your legal rights.
Workplace sexual harassment affects all industries. This guide helps employees understand their rights, recognize harassment, and take steps to address it. Learn about recent legal changes, reporting options, and practical ways to protect yourself and foster safer workplaces.
Coded language, like “not a good fit” or “too aggressive,” subtly reflects workplace bias, often based on race, gender, or age. Recognizing and documenting these phrases can help employees build a strong case against discrimination.
The Pregnant Workers Fairness Act (PWFA) mandates reasonable accommodations for pregnant workers. Effective June 18, 2024, it enhances protections in New York and New Jersey, providing additional clarity and support for pregnant employees.
FTC bans most noncompete clauses, boosting job mobility and requiring contract revisions in NY and NJ.
Discover essential information about New York State Disability Benefits Law (NYSDBL) and Paid Family Leave (NYSPFL) Act, including benefit amounts, qualifications, payment details, and coordination with other leave policies.
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Delve into the intricacies of noncompete agreements in New Jersey, from court precedents to proposed legislative changes. Discover what makes these agreements enforceable and how recent developments are shaping the legal landscape. Stay informed about the ongoing debate surrounding noncompete clauses and their impact on both employers and employees.
