Title VII does not (yet) specifically identify 'sexual orientation' as a protected class.
The EEOC, which is an agency of limited financial resources, is going to go after that which will provide the most bang for its buck.
Depending on a specific law, managers and supervisors may have liability for their own acts of discrimination or other unlawful activities.Read More
It is critical that both before and after the investigation you communicate to your managers and supervisors that retaliation will not be tolerated.Read More
ADA-covered employers should consider simply encouraging employees to get the influenza vaccine rather than requiring them to take it.Read More
Employers faced with an EEOC investigation should know that the agency is using these tactics, so that they can proactively, and lawfully, respond by delivering the right message to their employees.Read More
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Whether or not an employee is entitled to a religious accommodation is not dependent upon whether or not you happen to agree with the employee’s religious beliefs.Read More
The way we communicate and how we interpret our interactions is largely based on tone of voice, body language, eye contact and casual social interactions.