EEOC Guidance on Mandatory Vaccination Policies

On May 28, 2021, the Equal Employment Opportunity Commission (EEOC) issued updated guidance regarding the permissibility of mandatory COVID vaccinations under federal equal employment opportunity laws (“EEO laws”), specifically the Americans with Disabilities Act (ADA), the Rehabilitation Act, the Genetic Information Nondiscrimination Act (GINA), and Title VII of the Civil Rights Act, as amended.

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Social Media and the Employer – The Good The Bad and The Ugly

Employees’ increasing use of social media presents employers with difficult choices and shifting responsibilities and legal obligations. On October 12, 2018, Hollie Reiminger and Larry Stuart educated members of the Houston Bar Association about the benefits and pitfalls of using social media to investigate employees/candidates and responding to employee complaints about employees’ use of social media. The session also provided guidance about when to discipline employees for statements made on social media platforms and using social media posts as evidence in employment litigation.  Click here for a copy of the presentation.

Cutting Edge Issues and Other Interesting Developments in Employment Law

Glen Rigby gave a presentation entitled “Cutting Edge Issues and Other Interesting Developments in Employment Law” as part of the Houston Bar Association’s seminar series.  The presentation addressed developing areas of employment law, such as employee surveillance and monitoring, policing social media, firearms in the workplace, gender discrimination, and workplace bullying.  Click here for a copy of the presentation.

New Equal Pay Law in California

A new year brings new changes for employers with employees working in California, who are now subject to one of the most stringent equal pay laws in the country. Effective January 1, 2016, the California Fair Pay Act (“Act”) aims to shrink the gender wage gap by making several significant changes to California’s equal pay law. The Act provides greater protections to employees by broadening the scope of individuals who may be compared and by narrowing the factors an employer may rely on to justify a wage discrepancy. The Act also shifts to the employer the burden of proof to show that wage differences are not gender-based.

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