Perhaps one solution to this crisis is for Congress to engage in some simple oversight over the agencies that enforce our various laws, including the EEOC. $751,942.48 in taxpayer money is a costly investment to chase a fool's errand.
If you have active matters with any federal agencies, expect for them to be on hold. Please remember that while the EEOC and other agencies might be temporarily out of business, the laws that they enforce are not.
A effective anti-harassment policy provides multiple avenues for an employee to complain. Otherwise, an employee will feel powerless if the person to whom a policy directs her to complain also happens to be the alleged harasser.Read More
Don’t let anyone in the chain of hiring view candidates’ social media profiles. Train an employee who is insulated from the hiring process to do your social media searches.Read More
Employers might be required to recognize same-sex partners as spouses for purposes of providing benefits under the company’s benefit plans.Read More
While we continue to experiment with live interactive virtual learning for widely dispersed participants, I’ve had some thoughts about when a live class experience matters.Read More
Do not make the mistake of including in your agreement a covenant forbidding the employee from filing a discrimination charge with the Equal Employment Opportunity Commission or other agency. The EEOC will view such a provision as retaliatory under Title VII.Read More
There might be some science behind how employers are using social media posts to screen applicants and hire employees.Read More
In her race discrimination lawsuit, Deen cites 'Hollingsworth v. Perry,' the recent U.S. Supreme Court case that dismissed, on the basis of a lack of standing, the challenge to the illegality of California's gay marriage ban.Read More
The moral of story is that employers must read agreements, and not merely assume that a recently terminated employee will play fair.Read More