Roundup: Supreme Court agency decisions on employment law, retirement, and equity compensation; pay equity and DEI; Discrimination and benefits; LGBTQ+ harassment

First, none of the recent decisions on agency powers involved employment law. Second whether and how the decisions apply to agencies like the EEOC, DOL, OSHA, FTC, and the NLRB depends a lot on what powers Congress gave that specific agency to do whatever thing someone is complaining that they did.

This is essentially the lawyer-full-employment-act.

Continuing our coverage of the Supreme Court term and agency decisions, this time we're talking about some existing and immediate challenges to agency rules that involve ERISA relating to equity as compensation and employee retirement funds. (Even though nobody truly understands ERISA, including me.)

This is an excellent list of practical things you can do to build diversity, equity, inclusion and belonging in your organization. I've been thinking about this for a while now, and I would begin with the last suggestion—conduct pay equity audits. Here's why.

Excluding gender affirming care and other forms of medical care based on gender can be illegal discrimination. Here's more on a recent case finding that an employer's benefits were discriminatory.

When you are dealing with any form of harassment or discrimination, it's good to remember that it's probably not about whatever it's about and the harasser believes they are right. You're not going to change anyone with progressive discipline, coaching, or even threats.

Investigate, and take appropriate action. And if your philosophy is to give people chances, stop at the third.