As featured in #WorkforceWednesday: This week, we’re recapping recent contentious rulings by the Supreme Court of the United States (“SCOTUS” or the “Court”) that are expected to take a toll on employers across the nation.
The end of the Court’s term saw a flurry of opinions with implications for employers. The most immediate impact comes from Groff v. DeJoy, in which the Court heightened the standard for denying religious accommodations to employees.
In the Students for Fair Admissions cases, the Court found that the consideration of race in college admissions violates the Fourteenth Amendment. In addition to significantly restricting the use of race in higher education admission decisions, some speculate that the decision could lead to increased legal scrutiny of employers’ diversity, equity, and inclusion—or DEI—initiatives. This could also have a more direct impact on affirmative action for government contractors.
On the very last day of the term, the Court ruled that a Colorado web designer was not obligated to offer wedding website services for same-sex marriages, despite a state law barring such a refusal to provide services. The decision could have implications for company policies that arguably reach employee speech or conduct, which could be particularly significant in the health care space.
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The lawsuit claims the companies exceeded the $4 million limit for second-draw loans available to a single corporate group. A private firm, Blockquote Inc., originally filed the suit under the Fal...