Recent / Upcoming Compliance Dates
APR 18
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Nationally, SCOTUS ruled employees claiming unlawful discrimination based on a forced job transfer are required only to show "some harm" to a term or condition of employment was incurred, not that it was significant, serious, or substantial.
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APR 30
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Nationally, the 2023 EEO-1 Component 1 data collection opens with a filing deadline of June 4, 2024.
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JUN 04
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Nationally, filing deadline for the 2023 EEO-1 Component 1 data collection.
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JUN 06
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In Washington, employers are prohibited from retaliating against an employee who refuses to attend or participate in an employer-sponsored meeting with a primary purpose of communicating the employer's opinion on religious or political matters.
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Topic Analysis Updates
National
- Discrimination - The U.S. Supreme Court unanimously ruled that an employee claiming unlawful discrimination based on a forced job transfer is required only to show that “some harm” to a term or condition of employment was incurred in the transfer and is not required to show that the harm was significant, serious, or substantial.
District of Columbia
- Notices (including Posters) - Posters added/revised: The DC Wage Transparency Act, effective June 30, 2024, requires employers to post a workplace notice; Updated DCFMLA to specify covered employers (20+ employees); “Breastfeeding Policy” which DC employers must create and post; Written Notices added: DC Withholding Form D-4; DCFMLA requires employers to post and include the notice in an employee handbook or manual or distribute to new employees through a handout or electronic distribution.
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