EEOC Guidance Update The EEOC’s technical assistance document recaps the Bostock v. Clayton County, Georgia decision and provides Q&A format guidance explaining the EEOC’s position on several sexual-orientation and gender-identity-related workplace discrimination issues: Non-LGBTQ+ job applicants and employees are also protected against sexual orientation and gender identity discrimination, and employers …
As part of an ongoing series, Timothy Mitchell, managing partner of Cruser Mitchell’s Seattle office, provides monthly updates on the latest developments in Washington insurance defense law. These updates will contain brief summaries and key quotes from recent cases. Please contact Tim at (253) 509-1874 or tmitchell@cmlawfirm.com if you would …
Recently, the Occupational Safety and Health Administration (OSHA) released guidance on mitigating and preventing the spread of COVID-19 in the workplace. Under the OSH Act, employers are responsible for providing a safe and healthy workplace free from recognized hazards likely to cause death or serious physical harm. Although OSHA indicated …
The Georgia Supreme Court just gave defendants in Georgia a big victory as related to rulings on Default for untimely answer. The former rule put a very heavy burden on the defendant which was quite difficult to overcome. The new rule makes the burden much less onerous, thereby affording a defendant a …
Georgia legislators have introduced a bill, HB 1121, that provides for a new, state-level cause of action for sexual harassment against individual co-workers or supervisors and allows for the recovery of lost wages, benefits, compensatory damages, reasonable attorney’s fees, court costs and “other related expenses.” The bill has passed the Tort …
In light of the current COVID-19 pandemic, many employers may be finding themselves in novel situations with regard to laying off employees, requests for leave, and requests for accommodations, among many other topics. We have compiled some of the guidance from various government entities and some overall considerations for employers …