A significant change has gone into effect New York City effective on November 22, 2023 with an amendment to the city’s Human Rights law.

The key focus of this amendment is the prohibition of discrimination based on an individual’s height and weight in employment, housing, and public accommodations.

The law prohibits NYC employers — that

Effective November 1, 2023, a new version of Form I-9, the Employment Eligibility Verification form, is now the proper version to use — which comes with several significant changes. Here are some of the highlights:

Changes to Procedures

Overall, the new Form I-9 is a shorter and easier way for employers to verify their employees’

Well, it’s officially a trend: Employers are increasingly using personality tests for hiring decisions.

At least according to a recent The New York Times article which describes this as a burgeoning $2 billion industry.

While not new, personality tests are finding new traction as employers hire for remote work positions that have a different skill

In my last post, I detailed all the changes that were occurring due to the new Clean Slate law that goes into effect January 1, 2023.  You might have missed hearing about the law because it passed in 2021 and the deadline seemed far away.

Well it’s here now.

So after you read the

A few months ago, I wrote about how artificial intelligence was being introduced in the workplace.

At the ABA Annual Labor & Employment Conference last week, a whole panel discussion was devoted to the legal ramifications of using artificial intelligence — particularly in hiring decisions.

The speakers talked about the EEOC guidance that I

Yesterday I talked about a new law that will impact the hiring process. But there’s another new law that employers need to comply with starting October 1, 2021. This one, though, is simpler than some of the others. If you want to look at the law itself, it’s Public Act 21-69.

The law amends existing

Continuing my deeper dive this week into new laws from the General Assembly, today’s post tackles Public Act 21-69, which goes into effect October 1, 2021.

The law amends existing law by making it a discriminatory practice for an employer or an employer’s agent to request or require an applicant provide their:

  • age
  • date

“Come out to the coast, we’ll get together, have a few laughs”.  

Sounds like a plan for reopening businesses in Connecticut next week, right?

Well, that quote is from Bruce Willis’s character in one of my favorite movies, Die Hard. It might also be in peril if you are the same age as Bruce Willis

Updated April 23, 2020 to reflect new EEOC guidance.

It seems clear now that we are far from the end to this pandemic. But, just as clearly, we are now reaching the end of the beginning of this pandemic.

We’ve been staying at home for several weeks and some other states are already considering loosening