On July 8, 2020, the United States Supreme Court decided two cases addressing employers’ religious freedoms in very different contexts: one concerning whether religious school teachers could challenge adverse employment decisions in court, and one concerning rules permitting employers to assert religious and conscientious objections to a federal mandate to include contraceptive coverage in their

The Los Angeles City Council adopted two ordinances on April 29 that will significantly limit changes that operators of hotels, entertainment and sports venues, and some commercial buildings will be permitted to make when they rehire employees following the COVID-19 shutdown, or in the event that one of those businesses is sold in the coming years.
Continue Reading Los Angeles adopts ordinances giving certain laid off workers “Right to Recall” and right to be retained during a change of control

The Labor and Employment Group at Hogan Lovells is proud to have contributed to the 2020 version of the firm’s Doing Business in the United States Guide. The Guide provides a high-level overview of the laws and practices important to foreign investors interested in operating in the United States, including recent legal developments.  The

On February 18, 2019, the NYC Commission on Human Rights issued guidance  and announced that the New York City Human Rights Law (“NYCHRL”) will now protect against a new class of discrimination – hair. The NYCHRL generally prohibits discrimination by employers on the basis of age, alienage/citizenship, color, disability, gender, gender identity, marital/partnership status, national

On April 30, 2018, a Philadelphia federal judge issued an opinion striking down a portion of Philadelphia’s salary history ban. Salary history bans have become increasingly common tools used by various cities and states around the country attempting to combat wage disparities that exist across genders, races, and ethnicities.  The Philadelphia law consists of two

Everyone knows that employers covered by the Age Discrimination in Employment Act (ADEA) cannot intentionally refuse to hire job applicants because they are 40 years old or older, and that it is generally unlawful to post a job advertisement that says “people over the age of 40 need not apply.” Such practices constitute impermissible “disparate