We know August was exhausting for employers – New York, New Jersey, Maine, Colorado, and yes, even Alabama – all kept you on your toes with new and updated employment legislation that represents an array of new compliance obligations. These new restrictions on employers run the gamut from prohibitions on certain non-competes in New Hampshire to equal pay legislation in Alabama to a Maine ban on salary history questions to medical marijuana protections in New Jersey to a Colorado ban-the-box law.
So, we don’t blame you for just wanting to just sleep through September. *Cue Green Day song* – and we will be there to wake you up when it ends. Shortly after September ends, a trio of Title VII interpretation cases will be argued in the U.S. Supreme Court on October 8. Together, they promise a landmark ruling on whether Title VII’s prohibition on sex discrimination includes claims brought under theories of either sexual orientation or gender identity discrimination.
If you don’t sleep through September, we are happy to offer you an enticing webinar that will discuss the legal implications of the use of artificial intelligence (AI) in the workplace. You can register for that here. Our colleague Jen Budoff previews her thoughts on AI here in advance of the webinar.
We hope you saw all of our updates on the enactment of updates to the New York State Human Rights Law, some of which have already taken effect and some of which will take effect between October 2019 and August 2020.
In addition, the Massachusetts Paid Family and Medical Leave (MPFML) regulations were finalized and promulgated over the summer, and some of the law’s provisions begin to take effect as early as September 30, 2019. Our colleagues Patty Moran and Natalie Young offer a webinar to help you begin complying with MPFML; you can register here.
Enjoy your nap – we’ll wake you up with another Bubbler post when September ends.