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Discrimination and EEOC Compliance

Guidelines Are Key to Dealing With Religion in the Workplace

December 25, 2006
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There is no single magic shield to protect companies from getting into hot water regarding religion in the workplace—but one way to mitigate risk is by establishing what one expert calls a “faith-friendly” organization.
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Employee Fired For Religious Proselytizing

December 1, 2006
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Particularly with anti-harassment policies, employers are free to prohibit employees from using the workplace to proselytize co-workers.
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Recruiters Urged to Call Out Discrimination

November 16, 2006
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Panelists at a November 14 seminar make the business case for enforcing anti-bias policies and also say companies are liable if offshore recruiters violate U.S. laws.
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A Few Practical Tips on Responding to a Discrimination Charge

October 26, 2006
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With some legal guidance or oversight, a non-attorney in most cases can prepare an effective response to discrimination charges.
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Differing Dress Code as Sex Discrimination

October 22, 2006
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Because one manager's sexist comments could show that the company's reasons for its policy are a pretext, employers should consider periodic training of managers and supervisors about how they conduct themselves in equal employment opportunity matters.
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EEOC Chair Exits Post; Outreach Was Priority

September 13, 2006
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When she began her tenure as chair of the Equal Employment Opportunity Commission, Cari Dominguez learned quickly about the adversarial relationship between the agency and corporations.
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Walking on Eggshells Avoiding Retaliation Claims When an Employee Who Files a Discrimination Complaint Doesnt Leave

September 13, 2006
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An employee can win a retaliation claim even when he does not win the discrimination claim. The anti-retaliation law protects employees from negative consequences for complaining about discrimination, whether the complaint was justified or not.
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'Stringent' Document Demand Results in Bias Claim

July 14, 2006
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Employers are advised to afford employees reasonable opportunity to correct discrepancies in their employment eligibility documentation when questions arise.
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