The Equal Employment Opportunity Commission (EEOC) has been busy in 2014, addressing a variety of issues in the employee benefits field by bringing suits that impact wellness programs.
A federal judge in Colorado has once again stymied the EEOC’s efforts to successfully challenge an employer’s standard separation agreement as violating the Age Discrimination in Employment Act.
In April, we wrote “EEOC takes aim at CVS, examining common separation agreements”, which covered an important case pending in the US District Court for the Northern District of Illinois.
The U.S. Equal Employment Opportunity Commission (“EEOC”) recently filed complaints against three employers alleging that the employers’ wellness programs violate the Americans with Disabilities Act (“ADA”) due to the penalties imposed on employees who chose not to complete the wellness programs’ requirements.
In the closely watched case of EEOC v. BMW Manufacturing Co., LLC, 13-CV-1583 (D.S.C.), which concerns the EEOC’s “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Under Title VII (most recently discussed here, the parties have waged a discovery battle over whether the EEOC should be forced to respond to discovery concerning its own use of criminal background checks and credit histories during the hiring practices.
Health Care Staffing Company’s Refusal to Hire HIV+ Candidate Results in Settlement with EEOC for $85,000
When it filed suit earlier this year, the EEOC issued a press release which stated: “Once again, an employer involved in the health care field has impermissibly allowed fear and bias to enter into the hiring process.
Separation Agreement Attack Redux – EEOC Takes Another Swing at Employer’s Standard Release Language, and Loses On Key Claims
Earlier this year, we blogged about the EEOC’s aggressive attack on CVS Pharmacy Inc.’s standard release agreement which contained terms more expansive in favor of employees than the EEOC’s own interpretive guidance, and agreements held enforceable by in key court decisions.
As our loyal blog readers know, we have followed the course of the Supreme Court proceedings in Mach Mining v. EEOC , No. 13-1019 (U.S.) with keen interest. Our prior posts are here, here, here, and here. Simply stated, this case has the potential to be a real game-changer for employers.
Showdown at the Fifth Circuit: Texas Files Opening Appellate Brief in Its Challenge of the EEOC’s Criminal Background Guidance
Earlier this year, the U.S. District Court for the Northern District of Texas dismissed a high profile lawsuit brought by the State of Texas against the EEOC regarding its “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Under Title VII.
When the Equal Employment Opportunity Commission (EEOC) sued Honeywell Inc. in October over the company’s wellness program, it had many legal experts scratching their heads.