Employers must ensure managers are sensitized about the issues of responding to questions about decisions by employees to avoid the appearance of improper motive.Read More
Disability discrimination cases no longer focus on whether an employee is legally disabled, but instead on whether an employer engaged the employee in the interactive process towards a reasonable accommodation.Read More
Medical-related inquiries by employers are complicated and rife with risk. To ensure full compliance with the law, do not include questions about family histories in these examinations.Read More
Does your 'no overweight hires' policy violate Title VII by screening out pregnant women?Read More
I’ve written before about the need to put the 'human' back in 'human resources.' This case is a textbook example.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
Human resources managers are a business’ front line for employee complaints. Training managers and the workforce on how to avoid complaints and effectively address those that do occur is critical. 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.