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Molly Gabel and Nicolas A. Lussier (Seyfarth Shaw LLP)
4 pages

This article discusses the U.S. Supreme Court's decision in Groff v. DeJoy which clarifies that for employers to deny accommodation to an employee under Title VII, they must demonstrate "substantial increased costs" in conducting their business, a definition going beyond "de minimis" hardship. However, the Court refrained from undermining Title VII’s
special statutory protection for seniority systems.

Resource Details
Interest Area: Employment and Labor
Region: United States
Brooke C. Bahlinger, William N. Lawther, Pauline R. Wizig (Foley & Lardner LLP)
2 pages

This article discusses the U.S. Supreme Court's unanimous June 29, 2023 decision on Groff v. DeJoy, clarifying employers’ obligations to accommodate employees’ religious practices.

Resource Details
Interest Area: Employment and Labor
Region: United States
Dawn Solowey, Lynn Kappelman, and Darien Harris (Seyfarth Shaw LLP)
6 pages

This article discusses the unanimous US Supreme Court decision that has effectively disavowed the long-standing de minimis standard in Groff v. Dejoy, clarifying Title VII's undue hardship standard to mean "substantial increased costs in relation to the conduct of its particular business."

ACC Houston Health Law and L&E Practice Groups CLE Webinar
The Risks and Benefits of Artificial Intelligence/Machine Learning to In-House Counsel, in Health Care and L&E Compliance
July 26, 2023 | 12:30 pm - 1:30 pm | 1.00 HRS CREDIT CLE (TX)

Join us for a program with key subject matter experts that will dive into the major risks and benefits that in-house counsel face when addressing health care and labor/employment compliance issues resulting from the recent unprecedented boom in artificial intelligence, machine learning, and internet of things in the health care and other key Houston industries.

Christy Kiely, Annette Tyman, Loren Gesinsky, and Camille Olson (Seyfarth Shaw LLP)
8 pages

This article discusses the Supreme Court's decision that colleges and universities may no longer consider race as part of the college admissions process, and the future effects it could have for private employers and corporate DEI initiatives.

Resource Details
Region: United States
Kathryn Weaver (Seyfarth Shaw LLP)
5 pages

Recently more countries in the Asia-Pacific region have introduced gender quotas, or targets, to increase female participation on boards of listed companies. This article takes a look at the impact of these measures and the progress made so far.

Resource Details
Region: Hong Kong, South Korea, Global, India, Japan, China, Singapore
David Wilson and Josh Rodine (Seyfarth Shaw LLP)
4 pages

This article discusses the ruling by a California Court of Appeal that ultimately determined a hospital's decision to terminate an employee for failing to comply with its flu vaccine mandate did not violate California's Fair Employment and Housing Act (FEHA).

Resource Details
Region: United States
Andrew McKinley, Kyle Winnick & Alex Simon (Seyfarth Shaw LLP)
2 pages

This article discusses the Department of Labor's October 2022 notice of proposed rulemaking (“NPRM”) defining employee versus independent contractor status under the Fair Labor Standards Act. 

Resource Details
Interest Area: Employment and Labor
Region: United States
Karla Grossenbacher (Seyfarth Shaw LLP)
4 pages

This article discusses The Pregnant Workers Fairness Act (“PWFA”) which creates new rights to reasonable accommodation for employees and applicants who have physical or mental conditions arising from pregnancy, childbirth or related medical conditions. The PWFA expands accommodation rights for pregnant individuals to be more in line with -- and in some respects, more expansive than -- those provided to qualified individuals with disabilities under the Americans with Disabilities Act (ADA).

Resource Details
Region: United States
Annette Tyman and Andrew L. Scroggins (Seyfarth Shaw LLP)
7 pages

This article discusses the Equal Employment Opportunity Commission's May 2023 guidance on advanced technologies in the workplace. The guidance does not unveil new policies, but instead reiterates that existing policies and practices continue to apply to new technologies. 

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