Tag: ADEA

Maryland

EEOC Seeks Enhanced Damages for Age Discrimination in Benefits Calculations

by Kevin C. McCormick, JD, Whiteford, Taylor & Preston LLP In a significant decision, The U.S. district court in Baltimore declined to award the Equal Employment Opportunity Commission (EEOC) retroactive or prospective monetary relief in an age discrimination case in which the agency claimed that Baltimore County had improperly calculated pension fund contributions.

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ERIP Basics

ERIP stands for Early Retirement Incentive Plan. Employers have been using ERIPs for years—they’re an effective way to influence the workforce and even sometimes to avoid implementing a layoff.

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ADEA Basics

What is the Age Discrimination in Employment Act (ADEA), and are you in compliance?

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Severance Agreements: Drafting Do’s and Don’ts for Avoiding EEOC Attention

Van Parys, who is with Carothers DiSante & Freudenberger LLP in Sacramento, offered his tips at the SHRM Annual Conference and Exposition held recently in Orlando. Recent EEOC Actions Two recently filed lawsuits, in which severance agreements were called  overly broad and unenforceable, may help employers fashion their own severance agreements, says Van Parys. EEOC […]

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Using Facebook for Background Checks

Should you consider using Facebook as part of your background screening process? It may be beneficial because it could turn up potential problems and keep you from hiring someone who could be a problem later on. But it can also be a risk because Facebook pages are known to contain an abundance of personal information—and […]

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HR’s Trends and Traps 2014

What Are the Big Changes for the 21st Century? Schickman’s crystal ball suggests that the issues below will be drivers of 21st century change. (Schickman was the keynoter at the Advanced Employment Issues Symposium, held recently in Las Vegas.) Boomer retirement Societal entitlements Medical insurance Nontraditional family units Challenges to privacy Lack of job security […]

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Age Discrimination: Evidence May Be Subtle But Still Sufficient

Age discrimination in the workplace can be subtle, but subtle doesn’t mean insufficient, says Attorney Joan Farrell, BLR® Senior Legal Editor. And with Boomers nearing retirement, it’s a looming issue. Yes, says Farrell, we’re all aghast when we read about direct evidence of discrimination, like the manager who allegedly said he fired an employee because […]

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EEO-1 Report Due September 30: What Must be Included?

What is an EEO-1 Report? “It is the annual report that provides information on employees by ethnicity, race, gender, and job category.” Richele K. Taylor explained in a recent BLR webinar. The EEO-1 report is essentially an employee census listed by ethnic/race category and by gender. It must be submitted to the EEOC’s Joint Reporting […]

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Business Necessity No, RFOA Yes (Age Discrimination)

EEOC released its Final Rule on Disparate Impact and “Reasonable Factors Other Than Age” Under the Age Discrimination in Employment Act of 1967 in March and it became effective April 30. EEOC also published an informative Q&A on which this article is based. ADEA and Disparate Impact ADEA prohibits two types of discrimination against workers […]

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