The EEOC continues to tout its targeting of health care and medical providers under the Americans With Disabilities Act (“ADA”). The “low hanging fruit” today – an optical store in Michigan which agreed to settle a lawsuit for $53,000 and other relief.
We have written a few times about the EEOC’s closer inspection of background checks and the use of criminal records in employment decisions because of their potential adverse impact on classes of applicants.
You Can’t Wear That Here: EEOC Issues Guidance Regarding Religious Garb and Grooming in the Workplace
Last month the Equal Employment Opportunity Commission issued updated guidance on the requirements employers must follow when an employee seeks an accommodation for religious clothing or personal grooming requirements.
In a harsh rebuke of the EEOC’s method of attempting to prove that Kaplan Higher Education Corp.’s consideration of credit history for hiring in select positions was discriminatory, the Sixth Circuit, only three weeks after oral argument, issued a decision upholding the federal district court’s order excluding the EEOC’s expert opinion from evidence and dismissing the EEOC’s case.
Sixth Circuit Rejects EEOC’s Expert Evidence in Proposed Pattern or Practice Class Action Litigation
The EEOC learns what it’s like to be the statue and not the pigeon.
Sixth Circuit Affirms Dismissal of EEOC Credit Check Case and Rejects “Homemade” Method of Determining Race by “Eye-Balling” Photos
Today, less than three weeks after oral argument, the Sixth Circuit affirmed a lower court order granting summary judgment in favor of Kaplan in one of the EEOC’s most high profile cases – – EEOC v. Kaplan Higher Education Corp., No. 13-3408 (6th Cir. April. 9, 2014).
We have always preached preventive law, that is, using our knowledge of employment law and HR practices to counsel employers how to prevent claims, charges or lawsuits from ever happening.
Last week, I had the pleasure of co-presenting with EEOC Commissioner Chai Feldblum on the topic of “leave” as a reasonable accommodation under the ADA.
Last December we reported on case from Michigan where a federal judge refused to grant summary judgment to a weight watcher’s group in an EEOC pregnancy discrimination lawsuit based upon the company’s policy of requiring job applicants to be within its set goal weight.
Many employers who have dealt with the EEOC in large cases suffer frustration over inexplicable delays combined with at times unreasonable requests for information and/or relief.