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Discrimination and EEOC Compliance

The Legal ABCs of E-Recruiting

March 20, 2014
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Hiring practices carried out online might appear to be neutral at first glance, but they could have the unintended effect of excluding people.
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Lactation at Work Requires Reasonableness on Both Sides

March 19, 2014
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Conflict resolution requires a give-and-take, not a give-and-give – not only in dealing with the unique needs of lactating employees, but in resolving all conflict within the workplace.
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EEOC Holds Public Meeting on Social Media in the Workplace #socialEEOC

March 13, 2014
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The lesson here isn’t so much how social media is impacting EEO laws, but instead how employers are adapting their current policies and training to adapt to these new technologies.
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Legal Briefing: Pounds Foolish on Pregnancy Discrimination

March 13, 2014
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A strict 'no-restrictions' policy may provide a basis for pregnancy discrimination, if the employee is not limited from performing her job.
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EEOC Issues New Guidance on Religious Dress and Grooming in the Workplace

March 11, 2014
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Employers should train managers and employees that the law may require making a religious exception to an employer’s otherwise uniformly applied, and facially neutral, dress or grooming rules, practices, or preferences.
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The Dangers of Being Obtuse About Obesity

March 11, 2014
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Recent policy shifts from the American Medical Association and the EEOC are changing the way employers address obesity in the workplace.
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It's Not Ozzie and Harriet's World Anymore

March 10, 2014
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Women have the right to work, and neither they, nor their spouses, should be punished for exercising that right, regardless of their chosen profession.
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Interview With Caryl Rivers: Beware Subtle Bias

March 9, 2014
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Caryl Rivers of Boston University says to ensure fair and equitable treatment between the sexes, managers may need to be trained to spot subtle discrimination.
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Following Doctor’s Orders Helps Employer Win ADA Case

March 5, 2014
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If you legitimately cannot make an accommodation that meets the employee’s limitations, then the employee is not “qualified” under the ADA, and therefore unprotected by that law.
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Mind Your Internal Emails to Avoid Discrimination Issues

February 25, 2014
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If you don’t want something to appear on the front page of the newspaper, or to be read in front of a judge or jury, don’t put it in writing. Don’t email it, don’t text it, don’t Facebook it, and don’t tweet it.
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