The current EEO-1 Report requires employers to categorize company employment data by race, ethnicity, gender and job category. With the new ruling, employers are required to report wage information from Box 1 of the W-2 form and total hours worked for all employees by race, gende...
The ADEA also demands employers to provide additional information to these protected older employees when they are asked to waive their right to sue for age discrimination and equal benefits for older employees. The Genetic Information Nondiscrimination Act (GINA). Discrimination on the basis of ...
Federal law does not specifically prohibit employers from accessing or using an applicant's criminal history during the hiring process. However, for decades, the EEOC has stated that Title VII of the Civil Rights Act of 1964 ("Title VII") limits the consideration of criminal ...
Employees should give notification about their intention to file a claim for workers’ compensation benefits. Different states have different time limits to notify employers. Generally, it is sufficient to state about the claim in enough detail to give the employer a chance to contest. Written ...
Per federal law, employers meeting specific criteria must file Standard Form 100 with the Equal Employment Opportunity Commission. Completion of this form, developed by the EEOC and the Office of Federal Contract Compliance Programs of the U. S. Department of Labor, is required for most private ...
White females in the age range from 40 to 61 years appeared more frequently as Charging Parties (CPs) in PSYGROUP; Service industries, larger employers with 501 or more employees, and the Southern region of the U.S. were descriptive of employers (RPs or responding parties) responding to the...
Lawyers are better at conducting communications and negotiations about contracts than are employees and employers. Mostemployersknow this and have lawyers (or promptly retain lawyers) to assist with any reimbursement-contract disputes that arise for them. Sometimes, employers’ lawyers are behind the sce...
What Does this Mean for Employers? While the Supreme Court has recognized a limited judicial review, the EEOC still holds all the cards when it comes to conciliation after a "for cause" determination. Additionally, even after a limited judicial review, the only relief will be additional concil...
Looking Ahead:Employers sued for alleged violations of Title VII should carefully inspect complaints to ensure the claims set forth therein match the claims pursued in the respective charge of discrimination. Employers should consider early strategic options to advance their "exhaustion of adminis...
http://www1.eeoc.gov/employers/poster.cfm Meetings of the Commission. Laws, Regulations, Guidance and MOUs. FOIA and Privacy Act. Doing Business with EEOC. Office of Inspector General. After You File a Charge. After a Charge is Filed. EEO Is The Law" Poster. Federal Employees and Applican...