It's relief that the EEOC is leaving intact these beneficial programs popularized by the Affordable Care Act.
The agency is trying to level the playing field by making sure that employers consider leaves in all cases when appropriate.
Employers, why do we care? If an employee genuinely believes she is female, why do we care if she uses the women’s restroom?
This decision is consistent with that of the 6th Circuit in EEOC v. Watkins Motor Lines.
I would be surprised if this effort stops even one act of workplace discrimination.
These lawsuits are consistent with the EEOC’s internal position, which dates back at least to 2012.
You can assume that employees will request and receive copies of position statements in every case.
The EEOC is focusing on pay inequality as one of its top enforcement priorities, which means you should be focusing on it in your workplace as well.
If this proposal becomes reality, the EEOC must understand that it’s not one size fits all.
As employers continue to search for ways to battle the high (and rising) cost of medical insurance, Flambeau offers hope that mandatory wellness programs will remain a viable option.