September 30 is the filing deadline for certain employers who must submit an EEO-1 form the Equal Employment Opportunity Commission.
Remember the Equal Employment Opportunity Commission’s strong warning to companies about the problems that could arise from the use of employee criminal background checks? The agency has planted the flag on two federal lawsuits that claim the practice resulted in discrimination against workers.
Is your company covered by Title VII of the Civil Rights Act, the ADA or GINA? If so, you need to know what the feds just did. The EEOC has announced the penalty for violating the notice-posting (a.k.a., “poster”) requirements under those three laws will more than double. Here’s what you need to know:
The EEOC is supplanting a 14-year-old section in its compliance manual with a brand new set of enforcement guidance.
Despite no laws being on the books that specifically ban employers from discriminating against gay, lesbian, bisexual or transgender (LGBT) individuals, the EEOC has said such bias is now illegal. On what grounds?
The increase in sexual harassment charges filed with the Equal Employment Opportunity Commission have made headlines this fall, but that’s not the only eye-opening statistic coming out of the agency.
Just in case you thought the Equal Employment Opportunity Commission was easing up: The agency recently resolved two separate discrimination cases to the tune of about $164k.
The Equal Employment Opportunity Commission (EEOC) accused this employer of making a big mistake, and the employer is now paying $250,000 for it. The employer? Costco, the Washington state-based international warehouse club. The mistake? Failing to intervene when it became known one of its employees was being harassed by a customer. As the EEOC pointed […]
Can you discipline an employee who has recently complained about harassment? Yes, but you must be ready to prove the discipline was unrelated to the complaint. Attorney Bob Neiman breaks down a recent lawsuit that shows some of the circumstances under which this can be done.
All along, employers have been told they can terminate an at-will employee — even if a member of a protected class — as long as it had a legitimate business reason for doing so. A recent court ruling muddies those waters.
Even organizations involved in the most noble pursuits sometimes run afoul of discrimination laws.
A Texas company will pay over $1 million to learn a lesson in the dynamics of hiring discrimination: You can’t avoid a bias lawsuit from one minority group by favoring another.
This is what happens when humans try to interpret and apply imperfect laws.
Congress may have dragged its feet on establishing anti-discrimination rules involving gender identity issues, but the Obama administration has issued its own guidance.
Here’s another reminder that a woman’s pregnancy can’t be used against her in any employment situation — including promotion decisions.
Yes, the Employee Free Choice Act has hit a rocky road in Congress. So pro-labor groups have another proposal ready: the Arbitration Fairness Act.
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