In our blog of December 17, 2013 we reported that the EEOC continues to implement its Strategic Plan for FY 2012-2016 and began implementing its Strategic Enforcement Plan (“SEP”).
On Monday, the U.S. Supreme Court declined to review a Seventh Circuit decision, which held that employers cannot defend an employment claim on the grounds the U.S. Equal Employment Opportunity Commission (“EEOC”) did not adequately attempt to reconcile the bias dispute before suing.
Many employers have implemented policies and procedures to protect employees from harassment in the electronic work space in an effort to limit liability.
New EEOC/FTC Joint Informal Guidance On Employers’ Use of Background Checks into Workers’ Criminal Records
On March 10, 2014, the Equal Employment Opportunity Commission (EEOC) and the Federal Trade Commission (FTC) issued their first joint guidance on employer use of background checks in hiring or firing decisions.
As a lawyer, you know that you’re about to have a bad day when an appellate court opinion,in discussing your client’s position, starts this way…
Pulmonary Technologist with Usher’s Syndrome Fired by Health Care Provider Settles EEOC Suit for $180K
The EEOC filed a lawsuit last year which alleged that a leading health care provider in Maryland violated the Americans with Disabilities Act (“ADA”), by failing to provide a reasonable accommodation and then firing a pulmonary function technologist because she suffers from Usher’s Syndrome, a genetic disorder that impairs hearing and vision.
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.