Ohio employment discrimination claims filed on or after April 15, 2021, will be subject to certain prerequisites under the newly enacted Employment Law Uniformity Act (ELUA).  Jackson Lewis’ in-depth webinar regarding the ELUA is available here.

The ELUA updates the state’s antidiscrimination statute (Ohio Revised Code § 4112), which has been in effect since

Connecticut has joined the growing list of states that prohibit discrimination on the basis of traits historically associated with race, including hair. On March 10, 2021, Connecticut adopted legislation to ban natural hair discrimination in the workplace.

In 2019, California was the first state to implement a law called the CROWN Act, an acronym for

The year 2020 is finally behind us!  We might not be able to breathe a sigh of relief just yet but the beginning of a new year is still a good time to pause and review your labor and employment law compliance for the year.  COVID-19 is still with us and demanding our attention but

Is a single utterance of an offensive racial slur – specifically the “N-word” – enough to create a hostile work environment under Title VII of the Civil Rights Act of 1964?

A Black operating room aide in Dallas, Texas, has petitioned the U.S. Supreme Court to decide the question. The petition references a circuit-split on

A jury recently returned a $310,500 verdict in favor of a former University of South Florida employee on her retaliation claim against the University. DeBose v. USF Board of Trustees, et al, No. 8:15-cv-02787 (M.D. Fla. Sept. 26, 2018).   The former employee, Angela DeBose, claimed she was retaliated against because she had filed internal

It is more important than ever that employers conduct internal investigations of workplace complaints and take appropriate action when there is cause to do so. Proper investigations and thorough pre-litigation assessments can help employers minimize exposure to unfavorable jury verdicts and awards.

A case from the U.S. District Court for the Southern District of New

A Suffolk County jury recently awarded a Haitian–American nurse an unprecedented $28.2 million in total damages on her claim of retaliation against Brigham & Women’s Hospital, her former employer. At the same time, the jury rejected the nurse’s claim of race discrimination.

This verdict serves to emphasize what most employment litigators know from experience: juries