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New York State recently enacted a new law mandating a study of the proportion of female members on the boards of corporations authorized to do business in the state. Legislative efforts to press corporations to improve the representation of women on corporate boards seem to be a growing trend.
http://feedproxy.google.com/~r/shrm/hrnews/~3/V9qbHL2zFDc/new-york-to-require-corporate-reporting-on-women-on-the-board.aspx

Companies have reduced travel to China following the outbreak of the coronavirus, are working with employees who are stuck in Wuhan, the epicenter of the infection, and are responding to U.S. employees who want to bunker in during the epidemic.
http://feedproxy.google.com/~r/shrm/hrnews/~3/oF6OmlEDl2I/travel-to-china-cut-due-to-coronavirus.aspx

Employers paid out a record $68.2 million to those alleging sexual harassment violations through the EEOC in 2019, shattering the all-time record by over $10 million and reminding us all that the #MeToo movement continues to be a major influence on workplaces across the country. This is just one of many interesting findings released by the Equal Employment Opportunity Commission (EEOC) in its annual data summary covering fiscal year 2019 (which wrapped up in September). The January 24 release is full of eye-opening statistics that could help you set your compliance priorities for 2020 and beyond. Here are 10 thought-provoking takeaways from the EEOC’s annual summary.

In this podcast, Littler’s Chief Knowledge Officer, Scott Rechtschaffen, talks with his Cornell Law School students about the potential for lawyers to use software to develop practical tools for the delivery of legal services. During their semester, the students experienced how to take their growing knowledge of the law, identify a problem, coordinate with subject matter and technical experts, and create a legal app designed to assist users, who might be either clients or fellow attorneys.

https://www.littler.com/publication-press/publication/littlers-chief-knowledge-officer-and-cornell-law-students-discuss-how

Under the SECURE Act, employers offering a safe harbor 401(k) plan with an auto-escalation program can increase participants’ contributions up to 15 percent of their pay. Here’s a look at common auto-deferral practices that can prod workers to save more for retirement.
http://feedproxy.google.com/~r/shrm/hrnews/~3/AnvzXRpnca8/401k-savings-rates-are-up-and-secure-act-may-push-them-higher.aspx

Although news outlets may be preoccupied with alarming updates about the spread of coronavirus – including several cases identified in the United States – employers don’t need to panic quite yet. As of today, the Centers for Disease Control and Prevention has labeled the current coronavirus outbreak as a serious public health threat but one where the immediate health risk to the general American public is considered low. At this point, the best course of action is to proactively arm yourself with information about best practices to keep your workforce safe and monitor developments to determine if additional steps will need to be taken. What should employers keep in mind during the early stages of this outbreak?

Despite a slight dip in the number of sexual-harassment charges filed last year, the monetary benefits of sexual-harassment cases settled by the Equal Employment Opportunity Commission (EEOC)—excluding the awards obtained through litigation—was nearly $70 million. This was much higher than in previous years.
http://feedproxy.google.com/~r/shrm/hrnews/~3/l9OB1f0d1BY/eeoc-harassment-charges-metoo.aspx

A female software engineer’s gender-bias suit against Twitter could not go forward as a class action, a California appeals court ruled. The plaintiff alleged that the company’s promotion practices had a disparate impact against women.
http://feedproxy.google.com/~r/shrm/hrnews/~3/F4ZtobSA6to/former-twitter-engineer-denied-class-action.aspx

The deadline has already passed for certain employers to send EEO 1 Component 2 pay data—broken down by job category, race, sex and ethnicity—to the federal government. But a district court judge is still monitoring the Equal Employment Opportunity Commission’s (EEOC’s) continued collection efforts.
http://feedproxy.google.com/~r/shrm/hrnews/~3/8Ur6hvI6APg/eeo-1-pay-data-collection-appeal.aspx

Thanks to a new law just signed into effect by Governor Phil Murphy, New Jersey employers will soon be required to provide severance pay and increased advance notice to most workers affected by a mass layoff or termination or transfer of operations. With the January 21 expansion of the Millville Dallas Airmotive Plant Job Loss Notification Act – otherwise known as the New Jersey WARN Act – most doing business in the state will have to provide a week’s worth of pay for each year of service under an employee’s belt as part of any mass layoff or termination or transfer of operations. The law making New Jersey the first state in the country to mandate severance pay during layoffs won’t take effect until July 19, 2020, but employers should begin to prepare now. Below is a summary of the law’s key points, along with a series of FAQs to help with your compliance efforts.