An injunction of the EEOC's 2012 Guidance on use of criminal background information applies only to the State of Texas . . . but all employers might be able to make use of it.

After all, Fiscal Year 2017 ended just about the time that #MeToo began.

A residential care provider has settled an EEOC lawsuit alleging failure to accommodate an employee's pregnancy.

Employers have until March 31. No comp data required. 

I hope everyone's holidays were happy. While I was out . . .

You snooze, you lose, the court said. (In so many words.)

Welcome back to an old friend, and goodbye to one we wish we'd had longer.

What are you grateful for this year? Here is my list.

The feds are talking about NLRB-EEOC coordination, an end to collection of compensation data, and an inflation-indexed salary test for the overtime exemption. Here's the scoop.

Last month, I had the pleasure of speaking to the Federal Bar Association about hot topics under the Americans with Disabilities Act with my blogging buddy Bill Goren, proprietor of the Understanding the ADA blog. If you haven’t visited Bill’s blog, you should — he covers all aspects of the ADA, including Titles II and III, as well as the employment provisions (Title I).

Here are four ADA (or ADA-related) areas that employers need to watch in the coming year: