Does your 'no overweight hires' policy violate Title VII by screening out pregnant women?Read More
Employers should remain informed with applicable state laws and regulations for distinctions of how employers are required to make a reasonable attempt to accommodate employees with disabilities.Read More
Job descriptions not only help establish reasonable expectations for what you expect from your employees in a position, but it also helps set a baseline for what you do, or do not, have to reasonably accommodate.Read More
With this issue on the EEOC’s enforcement radar, employers that deny time off for fertility treatments may find themselves as the start of the EEOC’s next infertility-related press release.Read More
The honor of public service comes from performing in line with each organization’s mission, values, and standards.Read More
If you are planning on denying an unpaid leave as a reasonable accommodation, understand that these terminations are risky and will draw scrutiny from the EEOC.Read More
Title VII does not just protect minorities from discrimination. It protects all employees from discrimination.Read More
Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.
Understand and pay attention to these issues of national-origin discrimination, if for no other reason than the fact that the EEOC is watching.
Unless a bully is harassing someone because of a protected class (race, sex, age, disability, religion, national origin) bullying is probably legal.Read More