For years, Ohio had one of the most convoluted laws regarding age discrimination–providing no less than 4 different statutory paths to claiming age discrimination. In addition, Ohio permitted aggrieved employees to personally sue individual management employees for their actions because the law considered managers and supervisors to be within the definition of an “employer.” Finally,

In a decision on June 15th, the U.S. Supreme Court held 6-3 that the protections for “sex discrimination” include discrimination based on sexual orientation and gender identity. In three combined cases, the Supreme Court held that Title VII of the Civil Rights Act of 1964 protects against sexual orientation and gender identity because it is

Undoubtedly, you received numerous communications from businesses by now about their responses or stances on the George Floyd issue, protests, and recent discussions about systemic racism. Should your business send one out to customers or vendors? What about employees? What should it say?

It is a business-specific decision about whether to send out a communication

As employers transition to return to work and return to in-office work, there will be employees who will be fearful of a return to work due to the risk of contracting COVID-19 in the workplace. How do employers handle those requests?

The employee fears contracting COVID-19 but has no underlying special risk factors

For those

The federal Equal Employment Opportunity Commission (EEOC) released its fiscal year 2019 data on charges filed with the agency. For the fiscal year that ended September 30, 2019, there were 72,675 charges filed nationwide. The most frequently filed charge basis continues to be retaliation–representing 53.8% of all charges (39,110 charges). Retaliation was followed by disability

Chief Justice John Roberts is worried that lowering the bar for proving intent for age discrimination could result in social media memes becoming key indirect evidence of discriminatory intent.

On January 15, 2020 in oral argument, when the plaintiff in Babb v. Wilkie suggested that showing that age was a “motivating factor” in an employment