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IL House Passes ‘Junk Fee’ Bill The Illinois House passed a bill ( HB 228 ) that would amend the state’s Consumer Fraud and Deceptive Business Practices Act to prohibit businesses from...
Anthropic Not Releasing New AI Model to Public The artificial intelligence company Anthropic—recently in the headlines for demanding that the Pentagon agree to certain limitations on the use of...
CT Lawmakers Target AI in Employment A bill (SB 435) before Connecticut’s legislature would require employers to disclose to job applicants when they are communicating with artificial intelligence...
On March 11, Washington Gov. Bob Ferguson (D) signed HB 2303 . The law, which takes effect June 11, bars employers from requesting, requiring or coercing workers or job applicants to accept a subcutaneous...
ND Regulators Approve Bank-to-Bank Stablecoin Use North Dakota’s Industrial Commission approved the use of the state bank’s planned stablecoin, the Roughrider Coin, for bank-to-bank transactions...
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Last June a new federal law went into effect that requires companies with 15 or more employees to provide “reasonable accommodations” for workers who are pregnant or have recently given birth, or who have a related medical condition. Accommodations can include allowing such workers to take more bathroom breaks or sit instead of stand when on the job.
Final rules issued by the U.S. Equal Employment Opportunity Commission (EEOC) last month specified that abortion was a “related medical condition” covered under the Pregnant Workers Fairness Act. The Republican attorneys general of 17 states have filed a lawsuit alleging the EEOC’s “erroneous interpretation” of the law creates an “abortion accommodation mandate,” even in states where abortion is illegal.
“When the law was passed by Congress, it was explicitly understood not to address abortion at all, and the text of the statute does not address abortion,” said Tennessee AG Jonathan Skrmetti (R), one of the co-leaders of the multistate suit.
This month the Republican AGs of Louisiana and Mississippi filed their own legal challenge to the EEOC’s rules. (STATELINE)
—Compiled by SNCJ Managing Editor KOREY CLARK
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