Gutwein Law would like to congratulate four of its attorneys for being named to The Best Lawyers in America 2024 list. Lawyers included in the list are divided by geographic region and practice areas. They are reviewed by their peers on the basis of professional knowledge and experience, and undergo an authentication process to make sure they are in current practice and in good standing.
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A recent Supreme Court ruling will lessen the burden that an employee must show to receive religious accommodations from an employer. In Groff v. DeJoy, the court unanimously held that an employer may deny an employee's request for a religious accommodation only if the employer can show that it would result in a substantial increased cost for the business. The case sets a higher bar for employers to deny accommodation requests and may lead to increased religious discrimination claims.
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Employers in Illinois may soon have to be transparent about their pay scale and benefits on job postings. The Illinois General Assembly recently passed House Bill 3129 requiring employers to include pay scale and benefits in job postings. The Bill is expected to be signed by Governor J.B. Pritzker, and if signed, will take effect January 1, 2025. The Bill applies to positions that will be physically performed, at least in part, in Illinois, or will be physically performed outside of Illinois but the employee reports to a supervisor, office, or other work site in Illinois.
...Read More,%20the%20PWFA%20is%20officially%20in%20effect%20as%20of%20today%20June%2027,%202023.%20As%20a%20reminder,%20the%20PWFA%20requires%20employers%20who%20employ%2015%20or%20more%20employees%20during%2020%20or%20more%20work%20weeks%20to%20provide%20a%20reasonable%20accommodation%20to%20workers%20for%20known%20limitations%20related%20to%20pregnancy,%20childbirth%20or%20related%20medical%20conditions.%20As%20of%20today,%20if%20an%20employer%20violates%20the%20PWFA,%20employees%20will%20be%20able%20to%20file%20EEOC%20charges%20based%20on%20the%20failure%20to%20accommodate.)
As an update to our previous blog post on the impacts of the Pregnant Workers Fairness Act (PWFA), the PWFA is officially in effect as of today June 27, 2023.
As a reminder, the PWFA requires employers who employ 15 or more employees during 20 or more work weeks to provide a reasonable accommodation to workers for known limitations related to pregnancy, childbirth or related medical conditions.
As of today, if an employer violates the PWFA, employees will be able to file EEOC charges based on the failure to accommodate.
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The Pregnant Workers Fairness Act (PWFA) was signed into law at the end of 2022 and will become effective this summer, on June 27, 2023. The PWFA will require employers who employ 15 or more employees during 20 or more work weeks to provide a reasonable accommodation to workers for known limitations related to pregnancy, childbirth, or related medical conditions.
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