Roundup: Religious Accommodations, IL Pay Equity, Harassment Outside of Work, NYC AI in Hiring Law, Affirmative Action and DEI

Sexual and other illegal harassment can exist wherever people are. What may start out as friendly conversation at work can become unwanted conduct at a party or informal gathering.

This is a great discussion of when and how these situations come up and how to address them.

The Supreme Court has basically said that before an employer can deny a religious accommodation it has to show granting the request will cause an undue hardship and that showing a de minimis burden is not enough. But still, nobody knows what that means and the answer depends on the circumstances.

This is a great discussion of the background and the Supreme Court's latest on making religious accommodations at work.

New York City's new law on AI in hiring is a cluster. It requires notices and audits that won't tell you much and won't make any difference in preventing or discouraging discrimination. But the new guidance does give more information on who the law applies to and what is required.

Here's a great summary of the guidance.

Illinois has new laws that impact staffing agencies and employers who use them to hire temp workers. The new laws involve notice of labor disputes and safety issues. The biggest issue will likely be the pay equity requirements for temp workers hired for more than 90 days.

Despite the Supreme Court's ruling abolishing affirmative action in college admissions, employment law is different. We have specific laws like Title VII and state laws that not only prohibit discrimination, but also allow employers to take actions to improve the diversity of their workforce. Here's how to understand the differences.