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Weekly Update for Government Contractors and Commercial Businesses– July 2022 #3 | PilieroMazza PLLC

LABOR & EMPLOYMENT - Recent Decision May Result in Significant Increase in Personnel Costs and Back Wage Liability for Companies Doing Work in Maryland - On. ....

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EEOC Guidance: COVID-19 And The Workplace Overview

Equal Employment Opportunity Commission, agency which investigates and enforces federal antidiscrimination laws in the workplace updated its guidance across several different areas relating to COVID-19 and the workplace: covid testing, accommodations, vaccination programs ....

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PrivaceraCloud 4.0 Enables Groundbreaking Governed Data Sharing Across the Open Cloud

/PRNewswire/ Privacera, the unified data access governance leader founded by the creators of Apache Ranger™, today announced the general availability of. ....

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A Roadmap For Filling In-Demand STEM Roles

A Roadmap For Filling In-Demand STEM Roles
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Retention Raises May Be Unlawful Employment Discrimination

Tuesday, June 1, 2021
An opinion from the Ninth Circuit Court of Appeals earlier this year,
Freyd v. Oregon, clarifies what may constitute unintentional, but still illegal, discrimination under federal anti-discrimination laws. This ruling on the use of “retention raises” could have a significant impact in many corporate settings as well, particularly since this same analysis should apply to “retention bonuses.”
“Disparate Impact” Claims Under Title VII
Under Title VII of the Civil Rights Act of 1964, a facially neutral employment policy may have an unlawful “disparate impact” if its effects are disproportionately felt by members of a specific sex, race, color, religion, or national origin. 42 U.S.C §2000e-2(k)(1)(A)(i). ....

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