Latest News and Updates

The ongoing COVID-19 pandemic has altered the American workplace in countless ways, including with respect to workplace disability accommodation needs and issues. While the introduction (and widespread general availability) of COVID-19 vaccines has helped reduce the incidence of serious illness resulting from COVID-19 infection, it has not eliminated the danger entirely, and there currently is no 100% effective way to prevent its transmission.

Nearly a year after the implementation of the 2020 Title IX amended regulations, the U.S. Department of Education’s Office for Civil Rights (OCR) has released “Questions and Answers on the Title IX Regulations on Sexual Harassment (July 2021).”

In a case of first impression, an Indiana federal district court recently rejected a constitutional challenge brought by several students to a public university’s requirement that students receive the COVID-19 vaccine as a condition of returning to campus. Rejecting the plaintiffs’ bid for a preliminary injunction precluding Indiana University from enforcing its vaccine requirement, the court concluded that the students’ constitutional claims were not likely to succeed on the merits because “Indiana University is reasonably pursuing a legitimate aim of public health for its students, faculty, and staff.” More specifically, the district court explained: Under guiding principles of federalism, our

Connecticut has enacted a law that will, starting October 1, 2021, require employers of all sizes to disclose to employees and applicants “wage range” information. In the case of a job applicant, employers will be required to inform that person, when requested, but no later than when a job offer is made, of the anticipated range of wages for the position. The range of wages for a position must similarly be provided to existing employees at their request, when they are hired, or whenever they change positions. When determining the “wage range,” the law states that employers may refer to any applicable pay scale, any previously determined range of wages, the actual range of employees holding comparable positions, or the budgeted amount for the position.

There is a strong and well-documented business case for workplace diversity, which has grown even more compelling over the last several months. Indeed, given a renewed national focus on social justice issues and a growing expectation that organizations will work harder to prevent discrimination and remove artificial barriers to opportunities for all, now is an especially good time for organizations to build greater structure, discipline, and intentionality around their diversity, equity, and inclusion (DEI) efforts.