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Articles Tagged with ''eeoc''

Don’t Fish for Return-to-Work Medical Info Under the ADA

September 16, 2014
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The moral of this story is to confirm, but don’t fish, when seeking medical information from an employee returning to work following a medical leave of absence.
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Protected Activity Doesn’t Protect Against Poor Performance

September 9, 2014
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Protected activity does not per se protect a poor performer from termination, provided that you can demonstrate a history of treating similarly situated poor performers similarly.
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Jon Hyman Discusses Ban the Box on Cleveland NPR Affiliate

August 27, 2014
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Hear what Jon Hyman had to say on WCPN about the Ban the Box movement.
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Hold the Onion(head)

August 6, 2014
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Whatever you call your deity — God, Jesus, Allah, Buddah or even Onionhead — leave it at home.
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Beware the 'Anticipatory Pregnancy' Claim

August 6, 2014
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If a pregnant employee tells you that she will be unable to perform at some point in the future, wait until that time to terminate her.
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Adding Up the Asian Equation at Google

August 5, 2014
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The tech giant recently released its workforce diversity numbers, with the results causing some to say it is struggling from a diversity perspective.


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Legal Briefing: Telecommuting as a Reasonable Accommodation

August 4, 2014
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Employers should not automatically rule out telecommuting options as reasonable accommodations under the ADA.
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Customer Preference and Race Discrimination: When the Customer Isn’t Right

July 24, 2014
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The customer can never choose the race of the person working for you. The customer might be right about a lot things, but discrimination is not one of them.
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EEOC Issues Enforcement Guidance, Q&A, and Fact Sheet on Pregnancy Discrimination

July 15, 2014
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All three documents are required reading for any employers with female employees of child-bearing age.
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EEOC Transforms a $1.39 Bag of Chips Into a $180,000 Settlement

July 7, 2014
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When the accommodation is so trivial (a $1.39 bag of chips), employers should strongly consider making the accommodation for an employee’s medical situation regardless of the scenario.
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