December 2020 E-Update

Click here to view entire E-Update as a PDF RECENT DEVELOPMENTS Electronic Posting of Required Workplace Notices? The DOL Provides Guidance In our “new normal,” the U.S. Department of Labor is dealing with how to help employers comply with legal obligations under laws that never contemplated these conditions. The Wage […]

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Executive Order Prohibiting “Divisive” Training by Government Contractors Is Enjoined

A federal district court in California has issued a nationwide preliminary injunction that prevents the OFCCP from enforcing President Trump’s Executive Order on “divisive” training by government contractors and subcontractors. As we discussed in our September 2020 E-Update, President Trump’s E.O. prohibits “divisive concepts” such as race or sex stereotyping […]

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Worker Recall and Retention Mandates Imposed on Baltimore City Commercial Properties, Event Centers, and Hotels

In December 2020, the Baltimore City Council passed laws that impose reinstatement and retention obligations for commercial property (janitorial, maintenance and security employees only), event center (with 50,000 square feet or 1000 seats) and hotel (with 50 rooms or gross receipts of $5 million in 2019) employers in two separate […]

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OFCCP Issues Final Rule on Religious Exemptions for Government Contractors

The Office of Federal Contract Compliance Programs issued Implementing Legal Requirements Regarding the Equal Opportunity Clause’s Religious Exemption final rule, which becomes effective on January 8, 2021. According to the OFCCP, this rule provides clarity on the religious exemption for government contractors and subcontractors in Executive Order 11246, and ensures […]

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EEOC Provides New Resources for Employers – Requesting Opinion Letters and a Data Search Tool

In December 2020, the Equal Employment Opportunity Commission took several actions of (more or less) interest to employers: Opinion Letter Requests. The EEOC announced a new process for requesting opinion letters. Opinion letters respond to an inquiry from an employer or other entity regarding EEOC-enforced anti-discrimination laws, and represent the […]

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