Employers cannot mandate learning new technology as a condition of employment due to anti-discrimination laws.
Employers are not permitted by law to require employees to learn new technology as a condition of employment. This falls under the anti-discrimination laws that protect employees from unfair requirements.
For example, the Supreme Court decision in Griggs v. Duke Power Co. established that educational requirements in job descriptions cannot negatively impact one race over another if not directly related to job performance.
It is crucial for employers to understand and comply with the employment discrimination laws that cover all aspects of employment, including training, to ensure a fair and inclusive workplace.
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