Laborsphere

Menopause in the Workplace: A Multi-Faceted Issue

Menopause is something that approximately 50 percent of the workforce will experience during their working lives, but it is still infrequently discussed or considered in the workplace and many of us are unaware of how menopause can affect those going through it. However, employers are seeing an increase in employees concerned about menopause and their experience with it at work. This is a multi-faceted issue that encompasses a range of potential employment law issues.

Discrimination

Most countries do not recognise menopause as a characteristic that is specifically protected by discrimination laws. But employees experiencing menopause may be protected by discrimination laws relating to age, sex, disability and gender reassignment. Generally, people experiencing menopause are women aged between 45 and 55 so any unfavourable treatment (whether direct or indirect) towards an employee experiencing menopause could amount to sex and/or age discrimination. Gender reassignment discrimination may also be relevant if the employee experiencing menopause is transgender.

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Going Digital: How Different Countries Are Modernising and Digitalising Their Immigration Systems

Several countries have been slowly moving away from physical forms of confirming the immigration status of foreign nationals (e.g., vignettes or visa stickers in passports and residence permits) and towards the adoption of digital authentication methods. Most commonly, we are seeing eVisas or digital visas introduced for short-term visitor travel; however, some countries are also now adopting them for long-term stays. This article will focus primarily on the changes being made to the UK’s immigration system and also describe briefly some other interesting recent developments.

To view the full alert, visit the Faegre Drinker website.

Is a Lateral Job Transfer With No Change in Pay or Benefits an Adverse Employment Action Under Title VII? The Supreme Court has Decided to Weigh In

The U.S. Supreme Court has granted certiorari in Muldrow v. City of St. Louis, Mo., No. 22-193, to address a split in the circuit courts over whether a forced lateral transfer, with no change in pay or benefits, is an adverse employment action under Title VII of the Civil Rights Act of 1964. Such a finding would further expand the type of conduct that can give rise to a cause of action under Title VII.

To view the full alert, visit the Faegre Drinker website.

DOJ Settles Discrimination Claims Involving Apple’s Recruitment and Hiring Practices Related to the PERM Process

The U.S. Department of Justice announced a $25 million settlement agreement requiring that Apple Inc. (Apple) pay toward a civil penalty and a back-pay fund to compensate certain individuals who were allegedly discriminated against in Apple’s Program Electronic Review Management process.

To view the full alert, visit the Faegre Drinker website here.

Key Takeaways From the 28th Annual Bernard Gottfried Labor Law Symposium

On October 19, 2023, Faegre Drinker Partner Ryan Funk gave remarks at the 28^th Annual Bernard Gottfried Labor Law Symposium, which was sponsored by the National Labor Relations Board, the Wayne State Law School, and the State Bar of Michigan. In his remarks, Funk critiqued three recent changes to the National Labor Relations Board’s remedial scheme.

Thryv, Inc.

Discussing Thryv, Inc., Funk voiced his concern that the labor law community was growing out of touch with workers, employers, and the public, and changing remedies in ways that hurt the overall mission of the agency.

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New California Laws for 2024 and Beyond: What Employers Should Know

California Gov. Gavin Newsom signed several laws impacting California employers in 2023. Some of the new laws became effective immediately and others, including some that were signed into law just weeks ago, take effect January 1, 2024, or later. These new laws address several topics, including expanding paid sick leave, leave of absence for reproductive loss, minimum wage increases for fast-food restaurant employees and health care workers, restraint on trade, and workplace violence prevention standards.

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