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NY Enacts Social Media Protections for Minors New York Gov. Kathy Hochul (D) signed first-in-the-nation legislation ( SB 7694 ) prohibiting social media platforms from providing algorithmic feeds to...
CA to Make Changes to Labor Law Costing Employers Billions Business and labor groups in California have agreed on changes to the Private Attorney’s General Act, a landmark state law that has allowed...
PBMs Driving Up Prescription Drug Prices The three largest pharmacy benefit managers—CVS Health, Cigna and UnitedHealth Group—often “steer patients toward pricier drugs, charge steep...
With America facing an obesity epidemic , it’s no wonder some are embracing the concept that food—simple, healthy, nutritious food—is medicine in and of itself, a philosophy that’s...
VT Gov Vetoes Tough Privacy Bill Vermont Gov. Phil Scott (R) vetoed HB 121 , which would have been one of the strongest consumer data privacy laws in the nation, allowing residents to sue data brokers...
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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