Back around Halloween, we offered you a seasonally appropriate and cautionary tale about accommodating an employee’s religious concerns.
This is the final installment of my analysis of the EEOC’s recently issued proposed Enforcement Guidance on Retaliation and Related Issues.
It’s not fair, women making about three quarters of every dollar earned by men for the same work.
One of the featured stories on Employment Law This Week is the EEOC’s recent release of two different guides on the rights of HIV-positive employees.
The EEOC’s thwarting of otherwise compliant wellness programs under the auspices of the Americans with Disabilities Act (ADA) is a bone of contention for many in our industry, me included.
The United States Equal Employment Opportunity Commission (EEOC) just announced a proposal to require large employers to provide pay data in the EEO-1 reports submitted annually to the government.
For the first time in 18 years, the Equal Employment Opportunity Commission (EEOC) has offered proposed revisions to its official guidelines on workplace retaliation.
Think for a moment about all of the employment law obligations you face as a Human Resources professional or employment legal counsel.
I ended my January 21 “employment law predictions” post by writing, “One thing I can count on as these ‘Years of Change’ continue, [I] expect something unexpected.”
This is too funny, and it ties in so well with my post on Friday about the EEOC’s new “pay survey” proposal.