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The Equal Employment Opportunity Commission (EEOC) has begun pursuing in earnest charges and lawsuits based on sex discrimination under Title VII for sexual orientation and transgender discrimination.

The assault on independent contractor classification of workers by employers just heightened another step. On July 15, 2015, the US Department Of Labor (DOL) issued a new guidance that narrows the definition even more. Many workers who have been classified as independent contractors will have to be recognized as employeesThe new definition places emphasis on the "economic realities" test.

“Employers need to realize EEOC will vigorously challenge this discriminatory practice which both discourages some individuals, from applying, and allows employers to consider illegal factors in their employment decisions." The EEOC will be looking for instances to challenge practices such as this, so be on notice. The EEOC has included eliminating barriers in recruitment and hiring as one of six national priorities in its Strategic Enforcement Plan.

Do you know how the new FLSA overtime pay rules affect non-profit organizations?

The clock has been pushed ahead on a possible compliance date for the new Department of Labor (DOL) rule revising the minimum salary level for white collar overtime exemptions.

Here's the top 10 reasons you need a will.

According to a January report from the large national employment law firm, Seyfarth-Shaw*, the value of class-based employment-related litigation and enforcement actions reached an all-time high in 2015.

The fight continues between employers and the U.S. Department of Labor (DOL), the Internal Revenue Service (IRS), and state employment agencies over who can truly be classified as independent contractors. Misclassification can be tragic for employers. Don't let your business be one of the targets.

These anticipated changes are likely to have a significant impact on employers across all industries, particularly those employers with a lot of front­‐line managers and assistant managers classified as exempt and those employers that use the professional and administrative exemption for many of their entry­‐level positions.

First Proposed Revision - Salary Basis Test: One issue raised is that the $455/wk. salary is too low to justify exempting many workers from receiving overtime for many socalled white collar workers. This wage amounts to $23,600.00 per year. This baseline figure has not been updated since 2004. This failure to update the overtime regulations leads to an exception to overtime eligibility originally meant for highly-compensated executive, administrative, and professional employees, who earn little more than the wages for a poverty-level family of four wages.