The U.S. Equal Employment Opportunity Commission ("EEOC") recently issued a landmark ruling concerning the protections of transgender employees under Title VII, a federal law which prohibits, among other things, sex discrimination in employment.

The First Circuit recently that an employer can be held liable for sex discrimination for terminating an employee whose job performance has been maligned by a jilted co-worker.

On August 11, New Jersey Gov. Chris Christie signed into law the Opportunity to Compete Act, which will prevent employers from asking job applicants about their criminal records until after the first job interview.

The United States District Court for the District of New Jersey, in "McGovern v. Southwest Airlines", recently reinforced the rule that employees can only bring claims under the New Jersey Law Against Discrimination ("LAD") if they work in New Jersey.

In addition to widespread power outages and property damage, Hurricane Sandy also generated a host of other issues for employers.

On Wednesday August 1, 2012, Illinois became the second state, joining Maryland, to pass legislation banning employers from requesting Facebook and other social media site login information from current and prospective employees.

The United States Equal Employment Opportunity Commission (EEOC) recently confirmed its plan to pursue cases more selectively.

On August 28, the Internal Revenue Service released draft instructions to two forms that large employers will use to report information required by the Affordable Care Act’s (ACA’s) "employer mandate." The draft forms themselves had been released on July 24.

A federal judge in Iowa recently reduced a $240 million jury award to 32 intellectually disabled turkey plant workers.

One important strategy for adopting to the first-to-file system of the America Invents Act will be to segregate subject matter that has an effective filing date of March 15, 2013 or earlier from subject matter that has an effective filing date of March 16, 2013 or later.

The United States District Court for the District of Massachusetts recently ruled that FedEx Ground Package System, Inc. had misclassified a group of former pick-up and delivery drivers as independent contractors instead of employees under the Massachusetts Wage Laws.

On September 30th, New Jersey Senator Loretta Weinberg proposed legislation to amend the New Jersey Law Against Discrimination to include pregnancy and childbirth as protected categories.

The New Jersey Supreme Court recently ruled that jury instruction must require the involvement of upper management in egregious conduct for an employer to be liable for punitive damages in cases under the New Jersey Conscientious Employee Protection Act.

The New Jersey Department of Labor and Workforce Development ("NJDOL") has issued a new 6-page notice regarding an employer’s obligation to maintain and report records on wages, benefits, taxes, and other contributions and assessments pursuant to state wage, benefit, and tax laws.

The New Jersey legislature has passed a bill requiring employers to allow twenty days of unpaid leave to domestic violence victims in their workforce.

As we previously posted, the National Labor Relations Board ("NLRB") issued a final rule requiring employers to notify employees of their rights under the National Labor Relations Act.

The National Labor Relations Board (NLRB) has postponed the effective date of its final rule requiring employers to notify employees of their rights under the National Labor Relations Act, until April 30, 2012.

The New Jersey Appellate Division recently articulated important limitations on whistleblower lawsuits under the Conscientious Employee Protection Act (CEPA) when it overturned a jury award in favor of a nurse who claimed that her employer engaged in improper patient care.

As we previously reported here on this blog, the New York legislature is currently considering a bill repealing the State’s Wage Theft Prevention Act’s ("WTPA") annual wage notice requirement.

The Labor Department’s Office of Federal Contract Compliance Programs, on December 9, 2011, proposed a rule that would require federal contractors to establish a hiring goal of 7 percent of the employer’s workforce for persons with disabilities.