On November 15, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) published its annual Performance and Accountability Report (PAR), revealing an increase in charge activity for FY 2016.
The 2016 Presidential election was arguably the most contentious, unpredictable, and politically polarizing race in this nation's history. What will a Trump win mean for employers?
New bills passed in 2016 expand the scope of required sexual harassment training to an estimated additional 570,000 private-sector workers, the vast majority of whom will be rank-and-file, non-supervisory employees.
The November edition turns a spotlight on recent developments in the gig economy, discusses notable state and municipal bills and ordinances that advanced in October, and highlights federal agency activity in the weeks leading up to Election Day.
In addition to practical considerations, employers should consider how flexible work and employee requests to work from home implicate obligations under employment laws – specifically the Americans with Disabilities Act and other non-discrimination laws.
On October 17, 2016, the Equal Employment Opportunity Commission (EEOC) approved an updated Strategic Enforcement Plan (SEP) for fiscal years 2017–2021, setting out its priorities and strategies for the near term.
On October 12, 2016, the U.S. Court of Appeals for the Eighth Circuit found in favor of a large transportation employer’s driver sleep study testing requirement in a lawsuit challenging the practice under the Americans with Disabilities Act.
A New York federal court recently sided with the Equal Employment Opportunity Commission as to whether a company’s internal conflict-resolution program was religious in nature.
On September 29, 2016, the Equal Employment Opportunity Commission (EEOC) announced that starting in March 2018, it will collect summary employee pay data from certain employers on revised EEO-1 Reports.
A court recently denied the EEOC’s summary judgment motion in a case that directly challenged an employer’s wellness program requiring employees who sought health plan coverage with a wellness component to undergo a medical exam or pay higher premiums.
