Catherine Moreton Gray, JD, is Senior Managing Editor for Human Resources and Compensation. Ms. Gray has over 20 years combined experience in HR management and as a management-side labor and employment attorney. Her HR experience includes recruiting, employee relations and communications, affirmative action and compensation. As an attorney, Ms. Gray regularly counseled employers on issues such as complying with federal and state wage and hour laws, accommodating employees with disabilities, complying with federal and state laws requiring paid sick leave and family and medical leave, and union avoidance and labor relations.
She represented employers in government audits, before administrative agencies, and in federal and state courts on matters including discrimination, wrongful discharge, sexual harassment, affirmative action compliance, unfair labor practices and wage and hour violations.
Ms. Gray has also written articles on developing employment law issues, and developed and presented training for clients. Ms. Gray received her law degree from the University of Connecticut School of Law, and is admitted to practice law in the State of Connecticut and before the United States District Court for the District of Connecticut.
The World Health Organization (WHO) recently declared the Zika virus a “public health emergency of international concern.” According to WHO, the virus is transmitted by mosquitoes and is linked to a spike in birth defects in cases where the mother contracted the virus during pregnancy.
According to the Equal Employment Opportunity Commission (EEOC), in 2014, retaliation claims made up 48.4% of all discrimination charges filed under federal civil rights statutes. In recognition of the growth in the number of these claims, and the fact that the EEOC has not updated its guidance on retaliation since 1998, it released a proposed enforcement guidance on retaliation.
Employers must become 'Talent Mobilizers,' according to Dr. Susan Lawley of Lee Hecht Harrison. Talent must be positioned to quickly adapt to rapid change, which means developing a 'hyper-efficient workforce' with 'just-in-time employees who are skilled, prepared, and ready to move into new roles quickly.'
In the wake of the Supreme Court’s religious discrimination decision in the Equal Employment Opportunity v. Abercrombie & Fitch Stores, Inc. case, what are the lessons for employers on dress codes and accommodating religious practices?
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