Sasha Hodge-Wren examined the state`s growing trend to decriminalize or legalize marijuana. Thirty-seven states and D.C. have legalized medical marijuana, and 18 states have legalized it for recreational use. What does this mean for employers? No big impact. Employers should comply with all state exemptions for medical purposes with proper documentation, establish policies to operate/work under the influence, and review laws banning boxes in their jurisdiction. Sasha also addressed the government`s growing tendency to restrict the use of non-compete with low-wage workers and the growing trend to prohibit the use of NDAs or non-disparagement clauses in employment contracts due to allegations of sexual harassment. DOL Gender Identity Policy – Rights and Responsibilities – The Department`s guidelines reaffirm the U.S. Department of Labor`s (DOL) commitment to fair treatment and equal opportunity for all. Policies prohibiting discrimination because of gender identity help create a reasonable expectation of a safe environment where all employees and candidates are evaluated based on their performance rather than on the perception or level of satisfaction of others with their gender identity or gender expression. In addition, DOL policies are consistent with those of other federal agencies such as the EEOC, DOJ, and OPM, and this guidance document is consistent with OPM guidelines on the employment of transgender people in the federal workplace. [PDF] If you feel like you`ve been unfairly fired from a job or fired from an employment situation, you may want to learn more about your state`s wrongful fire laws. Elected union leaders negotiate specific employment points, including: The Family and Medical Leave Act (FMLA) is a federal labor law that allows an eligible employee to take a longer leave. GINA – The Genetic Information Non-Discrimination Act of 2008 – EEOC regulations implementing Title II of GINA, which prohibits discrimination in the workplace on the basis of genetic information, came into effect on January 10, 2011.

This document provides an overview of the Act so that managers and employees are generally aware of its importance in the workplace. [PDF] DOL Guidelines for LGBTQ+ Employees and Applicants: Rights and Responsibilities Desk Aid – The Department of Labor (DOL) advocates for fair treatment and equal opportunity for lesbian, gay, bisexual, transgender, and queer (LGBTQ+) people[1]. The ministry`s guidelines reaffirm the Ministry of Labour`s commitment to creating safe spaces for all employees, regardless of sexual orientation, transgender status, gender identity and gender expression. The Department`s prohibition of discrimination creates a reasonable expectation of an environment in which all employees and job applicants at the DOL are evaluated on their merits rather than on their sexual orientation or gender identity or their expression or perception by others. [PDF] Title VII of the Civil Rights Act of 1964 (Title VII) prohibits federal agencies from discriminating against employees or applicants on the basis of their religious beliefs in hiring, termination, and other terms and conditions of employment. In addition, Title VII requires federal organizations to give due consideration to the religious beliefs or practices of employees or applicants, unless doing so would cause undue hardship to the organization. [PDF] If you are an employer seeking information about the lawful termination of an employee, you should contact both the Equal Employment Opportunity Commission (EEOC) and your state employment office to ensure that you are not violating federal or state labor laws. You may want to contact a licensed attorney. You can choose to sue if the EEOC can`t help you.

In both cases, look for a lawyer who specializes in employment law. You can inquire at: To file a complaint, contact your national, local or tribal labor law office. Kirsten Eriksson spoke about the impact of using AI for recruitment, as it can help review candidates` resumes and analyze video interviews. However, algorithms are not necessarily free of bias, and employers must ensure that the use of AI does not negatively impact protected groups. The EEOC recently issued guidance on the risks that AI could lead to discrimination against employees with disabilities. In addition, some states have passed laws to address this problem. Maryland law, for example, prohibits employers from using facial recognition technology during job interviews without the candidate`s consent. We encourage you to review state laws to determine what your employees` requirements are.

Disclaimer: The U.S. Department of Labor, Civil Rights Center, Office of Internal Enforcement only handles complaints of discrimination filed with the U.S. Department of Labor by U.S. Department of Labor employees or job applicants. The information contained herein applies only to employees/applicants of the U.S. Department of Labor. Youth employment laws help ensure that young workers are safe in the workplace and that work does not interfere with school. They can also protect young people from discrimination in the workplace. Meg Manchester outlined the potential tax consequences of remote employees working in other states, including income tax withholding requirements for employees, unemployment tax requirements, and tax nexus issues that employers need to consider when working remotely with employees. Employers should be aware of potential issues and pitfalls and discuss the various potential tax implications for the employer that could arise from a remote workforce before approving specific remote work policies or remote work arrangements. If you are under the age of 18 and want to find a job, it is important to know your rights and restrictions as an employee. Youth employment laws exist to protect you from dangerous and inappropriate work experiences.

You also need to make sure that your work doesn`t interfere with your education. These laws stipulate: Discrimination on the basis of national origin – Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, colour, religion, sex and national origin. Discrimination based on national origin may mean that workers or applicants are treated negatively on the basis of a person`s real or perceived place of birth, ancestry, culture or language.