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Labor and Employment Law News


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Posted on: Dec 16, 2019

An interesting article has been posted on SSRN entitled Stretching Human Laws to Apply to Machines: The Dangers of a 'Colorblind' Computer (forthcoming in the Florida Law Review). The authors, Zach Harned, a Stanford student, and Hanna Wallach, with Microsoft Research, use antidiscrimination laws under Title VII as a case study.

Posted on: Dec 16, 2019

An interesting article has been posted on SSRN entitled Stretching Human Laws to Apply to Machines: The Dangers of a 'Colorblind' Computer (forthcoming in the Florida Law Review). The authors, Zach Harned, a Stanford student, and Hanna Wallach, with Microsoft Research, use antidiscrimination laws under Title VII as a case study.

Posted on: Dec 16, 2019

A legal writing professor who had taught eighteen years at Wake Forest University School of Law has filed a lawsuit against the school, claiming, inter alia, discrimination and retaliation under Title VII, the ADA, the FMLA, and the ADEA. 

Posted on: Dec 16, 2019

A legal writing professor who had taught eighteen years at Wake Forest University School of Law has filed a lawsuit against the school, claiming, inter alia, discrimination and retaliation under Title VII, the ADA, the FMLA, and the ADEA. 

Posted on: Dec 4, 2019

The Seventh Circuit joined the Eighth, Ninth, Tenth and Eleventh Circuits in concluding that ADA protections do not extend to future potential disabilities. This decision shows the importance of advising clients to draft and maintain well-reasoned policies that are consistently followed by the company.  

Posted on: Dec 4, 2019

The Seventh Circuit joined the Eighth, Ninth, Tenth and Eleventh Circuits in concluding that ADA protections do not extend to future potential disabilities. This decision shows the importance of advising clients to draft and maintain well-reasoned policies that are consistently followed by the company.  

Posted on: Nov 18, 2019

The U.S. Supreme Court heard three cases earlier this month that ask whether it is legal to fire workers because of their sexual orientation or gender identity. The sexual orientation discrimination cases were consolidated and involve a fired skydiver in New York, who has since died (Altitude Express Inc. v. Zarda) and a fired county government worker in Georgia (Bostock v. Clayton County, Georgia.) Both claim that they were terminated because they are gay. In the third case, Aimee Stephens, a woman who was fired from her job as a funeral home director in suburban Detroit, believes that she was terminated because of her gender identity (R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission.)

Posted on: Nov 18, 2019

The U.S. Supreme Court heard three cases earlier this month that ask whether it is legal to fire workers because of their sexual orientation or gender identity. The sexual orientation discrimination cases were consolidated and involve a fired skydiver in New York, who has since died (Altitude Express Inc. v. Zarda) and a fired county government worker in Georgia (Bostock v. Clayton County, Georgia.) Both claim that they were terminated because they are gay. In the third case, Aimee Stephens, a woman who was fired from her job as a funeral home director in suburban Detroit, believes that she was terminated because of her gender identity (R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission.)

Posted on: Nov 1, 2019

The use of artificial intelligence (AI) can be an efficient and cost-effective means for employers to handle tasks such as hiring, compensation analysis and administrative and clerical functions, but it is not without its problems, especially the risk of prejudice. 

Posted on: Nov 1, 2019

The use of artificial intelligence (AI) can be an efficient and cost-effective means for employers to handle tasks such as hiring, compensation analysis and administrative and clerical functions, but it is not without its problems, especially the risk of prejudice. 


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