Last week, the Equal Employment Opportunity Commission (EEOC) released updated educational materials addressing national origin discrimination, alongside new technical guidance that “clarifies” the prohibition of discrimination against American workers.
Providing no statistics or recent examples, the EEOC suggests that such discrimination is a “large-scale problem in multiple industries nationwide” and that “[m]any employers have policies
In April of last year, the Supreme Court held that employees alleging discrimination under Title VII only need to show “some harm” to the terms and conditions of their employment in order to prove that they suffered an adverse employment action, unanimously rejecting the heightened “significant harm” standard followed previously by many lower courts. The
On Friday, the Fourth Circuit granted the federal government’s motion to stay (temporarily suspend) a lower court’s preliminary injunction that had blocked the enforcement of two Executive Orders issued by President Trump in January 2025. These Executive Orders direct federal agencies to end Diversity Equity and Inclusion (DEI) programs within federal grant and contract processes.
The Supreme Court of the United States (“Supreme Court’) recently clarified the standard for claims brought under Title VII involving allegations of discrimination related to job transfers. Specifically, the Supreme Court held that employees only need to show “some harm” to the terms and conditions of their employment resulting from the transfer and unanimously rejected
In Hartford Police Department v. Commission on Human Rights & Opportunities (HPD v. CHRO), the Connecticut Supreme Court upheld the agency’s post‑hearing finding that a police department had unlawfully terminated a probationary officer due to discriminatory animus displayed by, and imputed from, a supervisor other than the final decisionmaker.
In doing so, the
Last week, amid much anticipation, the EEOC released a new technical assistance document for employers, providing guidance on the use of artificial intelligence (AI), while ensuring compliance with Title VII. Entitled “Assessing Adverse Impact in Software, Algorithms, and Artificial Intelligence Used in Employment Selection Procedures Under Title VII of the Civil Rights Act of
In recent years, there’s been a dispute bubbling up in federal court discrimination cases as to what level of proof is required for an employee to win. Does the employee need to show that “but for,” say, racial animus, he or she would not have been subject to an adverse employment action or does the
On June 2, 2022, the Second Circuit held that individuals could sue their employers for gender discrimination under Title IX, resolving a prior split of authority among the lower courts. The lawsuit was brought against Cornell University by a male faculty member claiming that Cornell discriminated against him in violation of Title IX, Title VI,
Join us once again for our annual public sector virtual seminar! On May 5th we will host a two-hour virtual program featuring a general session and four roundtable breakouts on timely legal topics of interest to public sector employers.
We invite you to register for our General Session and the Roundtable Breakout Session of
There have been many legal changes to the legal landscape over the course of the pandemic and those working in the public sector have had to pivot and redefine operations at a record pace.
As we all continue to approach a return to normal, we invite you to join Shipman lawyers for an informative presentation