Over the spring and summer, the Equal Employment Opportunity Commission (EEOC) was busy cracking down on employers for various pay and disability discrimination violations, in Maryland and California.
New guidance from Attorney General Jeff Sessions on religious liberty in employment “signals a shift in federal employment law and policy,” according to an attorney who focuses on employment law.
With workplace harassment claims on the rise, the Equal Employment Opportunity Commission (EEOC) recently recommended practical steps and policies to help employers reduce the number of charges filed. Harassment claims constitute approximately one-third of all charges filed with the EEOC in recent years and can take a devastating toll on employers.
As we have previously noted, employees are filing more and more retaliation cases. In 1997, the Equal Employment Opportunity Commission (EEOC) accepted 16,394 charges alleging retaliation under Title VII of the Civil Rights Act of 1964, but that number swelled to 33,082 in 2016.
Employers may be breathing a sigh of relief after the announcement on August 29 that the pay data collection aspect of the EEO-1 form has been suspended.
A federal district court remanded the U.S. Equal Employment Opportunity Commission’s (EEOC) wellness program rules, finding it unclear how the rules’ 30% threshold met the Americans with Disabilities Act’s (ADA) requirement that wellness programs be “voluntary.”
The definition of “joint employment” may be heading for another turnaround. Legislation introduced in Congress on July 27 takes aim at a 2015 National Labor Relations Board (NLRB) decision that raised the ire of many in the business community, especially employers that work with franchisees, contractors, and staffing agencies.
The Department of Justice (DOJ) has filed an amicus brief in the case of an employee who claimed his employer violated Title VII of the Civil Rights Act when it discriminated against him on the basis of his sexual orientation. The DOJ’s brief asserts that Title VII’s prohibition of sex discrimination does not extend to […]
Earlier today, Bass Pro Outdoor World, LLC, agreed to pay $10.5 million to settle a lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC) that alleged Bass Pro discriminated on the basis of race in its hiring and recruiting practices at its retail stores and then unlawfully retaliated against employees who opposed those practices.
The owner of a Kentucky Fried Chicken franchise told a manager with bipolar disorder that she couldn’t take her medication while working there and then forced her to flush it down the toilet, according to a lawsuit.