This blog post was authored by Alex Polishuk
On July 14, 2014, the Equal Employment Opportunity Commission (“EEOC”) issued new enforcement guidelines on employer responsibilities with regard to pregnant employees under federal workplace laws. The Enforcement Guidance on Pregnancy Discrimination and Related Issues (“Guidance”) advances the EEOC’s position that the Pregnancy Discrimination Act (“PDA”) and
Harris v. City of Santa Monica has been pending before the California Supreme Court since 2011. On December 4, 2012, the Supreme Court held oral arguments, and issued its long-awaited opinion on February 7, 2013. The issue pending before the Supreme Court was whether giving a mixed-motive jury instruction under California’s Fair Employment and Housing
Harris v. City of Santa Monica has been pending before the California Supreme Court since 2011. Melanie Poturica and I submitted an amicus brief in the matter, supporting the City’s arguments. On December 4, 2012, the Supreme Court held oral arguments and will issue its opinion within 90 days, in 2013.
In Harris, plaintiff
As part of its Strategic Enforcement Plan for 2012-2016 (“the SEP”), the U.S. Equal Employment Opportunity Commission (“EEOC”) identified the following five priorities for national enforcement in the private and federal, state and local government sectors:
1. Eliminating systemic barriers to recruitment and hiring;
2. Protecting vulnerable workecombatrs such as immigrants and migrants;
3. Targeting