Key implications of the February 21, 2025 injunction and what’s next for federal contractors, universities, and corporations 

Title VII of the Civil Rights Act requires employers, upon request, to reasonably accommodate employees whose religious beliefs, practices, or observances conflict with work requirements. The only exception to this would be if the accommodation request causes undue hardship.  

One holiday where employers may be asked for religious accommodations is during Ramadan. This year, Ramadan begins on the evening of Friday, February 28, 2025, and ends Saturday, March 29, 2025. Employers may start to receive requests for religious accommodations and should be aware of the Title VII requirement to grant accommodation requests. 

This statement is from the foremost leading firms in affirmative action compliance. These organizations have supported federal contractors for over two decades. Through this statement, these firms offer expert guidance on how to navigate new requirements under Executive Order, Ending Illegal Discrimination and Restoring Merit-Based Opportunity.

On November 20, 2024, the Office of Federal Contract Compliance Programs (OFCCP) published its FY 2025 Corporate Scheduling Announcement List (CSAL) notifying 2,000 federal contractors and subcontractors about upcoming compliance reviews, giving them an opportunity to prepare before receiving an official scheduling letter.

Cerner will pay $1,860,000 in back pay and interest to 1,870 qualified applicants

On August 11, 2023, Governor J.B. Pritzker of Illinois signed a new law that will bring about important changes to the Illinois Equal Pay Act (IEPA). This amendment focuses on pay transparency in job postings and will have a significant impact on employers in the state.

Hawaii is the latest state to require disclosure of wage or salary pay ranges in job listings.

The Equal Employment Opportunity Commission (EEOC) has recently announced a tentative opening for the 2022 EEO-1 Component 1 data collection. The new timeframe is set for the Fall of 2023 per EEOC’s announcement. This new timeframe is yet another change from the mid-July date announced in February 2023, and the original expected date of April 2023.