News and Insights
The Second Circuit has reinstated a lawsuit challenging New York Labor Law Section 203-e, which prohibits employment discrimination based on reproductive health decisions. Religious organizations argue the law infringes on their First Amendment rights, potentially setting a major legal precedent.
The U.S. Supreme Court has agreed to hear Ames v. Ohio Department of Youth Services, a landmark case that could reshape how reverse discrimination claims are evaluated in workplace lawsuits. The case will determine whether majority-group employees (such as white or male workers) must provide additional proof that their employer intended to discriminate against them when filing a workplace discrimination claim. The decision could have major consequences for companies implementing diversity, equity, and inclusion (DEI) programs and hiring practices.
President Trump’s Executive Order 14173 eliminates diversity hiring requirements for federal contractors, reversing key affirmative action policies. While proponents argue it restores merit-based hiring, critics claim it will decrease workplace diversity and limit opportunities for historically marginalized groups. This order could lead to significant legal battles and force companies to reevaluate their DEI initiatives to avoid compliance risks.
This guide explains what to expect during a pregnancy discrimination case, including how to file a claim, the legal process, and potential remedies for discrimination at work.
President Trump has issued an executive order dismantling federal Diversity, Equity, and Inclusion programs, aiming to return to merit-based hiring practices and rescinding previous affirmative action policies.
Workplace discrimination is a significant issue affecting employees in New Jersey, with both federal and state laws offering protections. New Jersey's Law Against Discrimination (LAD) extends beyond federal law, covering additional characteristics such as sexual orientation and gender identity. Discrimination can manifest in hiring, pay disparities, or hostile work environments. Victims of discrimination can file complaints with agencies like the DCR or EEOC, and employers can ensure compliance through training and clear policies to foster an inclusive workplace.
Gender discrimination affects hiring, pay, promotions, and workplace interactions, often stemming from biases or unfair practices. It can manifest as unequal pay, biased hiring, harassment, or stereotyping, creating barriers like the "glass ceiling." Legal protections such as Title VII, the Equal Pay Act, and the Pregnancy Discrimination Act safeguard employees, while state laws offer additional coverage. If faced with discrimination, document incidents, report internally, seek support, and consult legal experts to protect your rights and foster workplace equity.
18 U.S.C. § 1591 defines trafficking crimes under the TVPA, focusing on perpetrators and those who knowingly benefit from trafficking. Its standards form the basis for civil remedies under § 1595, enabling victims to seek justice and financial compensation.
A 78-year-old receptionist won a $78,000 settlement in a New York age discrimination case, highlighting the challenges older workers face. Age discrimination, prohibited under the Age Discrimination in Employment Act (ADEA), includes unfair treatment in hiring, firing, and job duties. The case underscores the importance of legal protections and inclusive workplace policies. Employees facing discrimination should document incidents, report them, and seek legal guidance.
Civil remedies under 18 U.S.C. § 1595 empower trafficking victims to seek justice and compensation against perpetrators and beneficiaries.
