Effective September 28, 2025, Oregon’s discrimination law is amended to make it an unlawful employment practice for an employer, prospective employer or employment agency, to collect age, date of birth, or attendance or graduation dates at any educational institution.
Allentown, Pennsylvania recently repealed and then enacted a new antidiscrimination ordinance via Ordinance No. 16140. The new law is in effect as of June 14, 2025 and applies to any employer with one or more employees.
New Mexico recently passed Senate Bill 219, the Medical Psilocybin Act, which is now in effect. According to the New Mexico Department of Health, the “legislation establishes a regulated program for the medical use of psilocybin, a naturally occurring psychedelic compound, to treat qualified medical conditions such as major treatment-resistant depression, PTSD, substance use disorders, and end-of-life care.”
On March 7, 2025, the Western District of Pennsylvania issued a ruling on an employer’s motion to dismiss, focusing on the state’s Medical Marijuana Act (MMA) and the state’s Human Relations Act as it pertains to a medical marijuana user.
On April 3, the California Civil Rights Department (CRD) announced a $100,000 settlement with a nationwide trucking company over allegations the company violated the state’s Fair Chance Act.
Wisconsin’s Fair Employment Act (FEA) prohibits employers from discriminating against individuals based on a number of protected classes including, but not limited to, age, disability, military service and arrest and/or conviction record. Employers cannot refuse to hire individuals due to an arrest record unless the charges are still pending. Just what exactly constitutes an arrest record? The Wisconsin Supreme Court recently weighed in.
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The Minneapolis City Council recently passed Ordinance 2025-022, which was approved by the Mayor. The Ordinance goes into effect August 1, 2025.
