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.  

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.)

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. 

The United States Senate approved the nomination of Janet Dhillon as Chair of the Equal Employment Opportunity Commission by a vote of 50 to 43. Dhillon becomes the third Commissioner, restoring the Commission to a quorum after former Commissioner Chai Feldblum's term ended during the government shutdown. 

The U.S. Supreme Court has accepted three cases that will decide whether the phrase, "because of ... sex" in Title VII of the Civil Rights Act prohibits discrimination on the basis of an employee's LGBT status.

The IndyBar Legislative Committee is currently monitoring the following labor law related legislation.

The Indiana Court of Appeals found that an employee who left his shift early based on a mistaken belief that he was under subpoena to testify was not protected from termination under Indiana’s limited public policy exceptions to at-will employment.  

After declining to address the issue in 2017, SCOTUS is prepared to hear a trio of cases queuing up the question of whether federal employment laws protect individuals from discrimination on the basis of gender identity or sexual orientation.

The IndyBar Legislative Committee is currently monitoring the following labor law related legislation.

The IndyBar Legislative Committee is currently monitoring the following labor law related legislation.