Search Results: EEOC

The deadline for filing the Employer Information Report EEO-1, otherwise known as the EEO-1 report, is Sept. 30, 2008.

EEO 1 report filing deadline is approaching The deadline for filing the Employer Information Report, otherwise known as the EEO 1 report, is approaching. Affected employers must file EEO 1 reports with the US Equal Employment Opportunity Commission’s (EEOC) EEO

EEOC approves proposed rule changes to conform regulations to the ADAAA The US Equal Employment Opportunity Commission (EEOC) will revise its regulations to conform to changes made by the ADA Amendments Act (ADAAA) of 2008, which makes it easier for

EEOC Considers GINA Implementation Regulations The US Equal Employment Opportunity Commission’s (EEOC) regulations implementing the Genetic Information Non Discrimination Act of 2008 (GINA) should provide clear, real world examples of how the employment provisions actually operate, a panel of experts

EEOC issues Q&A on its proposed ADAAA regulations On September 17, 2009, the US Equal Employment Opportunity Commission (EEOC) issued Questions and Answers on the Notice of Proposed Rulemaking for the ADA Amendments Act of 2008, a question and answer

The Americans with Disabilities Act has very strict rules about what you can and cannot do during the hiring process.
If you remember one simple rule, you'll be in good shape: You can ask people about their abilities, but you can't ask about their disabilities.

Severing the employment relationship with the assurance that everyone will "shake hands and have a nice life" is becoming more difficult. Agreements that attempt to release employers from all claims arising from the employment relationship and that will withstand judicial scrutiny are proving to be elusive.

What motivates business? The simple answer is money. Yet, even if businesses, large or small, operate from this simple motivation, the human factor comes into play sooner or later.

The deadline for filing the Employer Information Report EEO-1, otherwise known as the EEO-1 report, is Sept. 30, 2008.

EEO 1 report filing deadline is approaching The deadline for filing the Employer Information Report, otherwise known as the EEO 1 report, is approaching. Affected employers must file EEO 1 reports with the US Equal Employment Opportunity Commission’s (EEOC) EEO

The following are among the factors employers should consider in using a skills or ability test or a psychological test as a tool in making employment decisions

The following checklist was developed by David K. Fram, Director of EEO and ADA Training, National Employment Law Institute.

A list of EEOC best hiring practices

The following series of questions can be used to evaluate the risk of liability associated with failing to make an accommodation to employees' religious practic

The following sample sexual harassment policies include all the elements that a sexual harassment policy should contain.

Who must file an EEO-1 Report? The EEO-1 Report must be filed by Title VII employers with 100 or more employees or affiliated companies whose total enterprise e

Who must file the Fall Staff Survey? The Fall Staff Survey must be filed by colleges, universities and other institutions of higher education with 15 or more em

Discriminatory language in advertisements.

The following sample sexual harassment policies include all the elements that a sexual harassment policy should contain.

The Americans with Disabilities Act has very strict rules about what you can and cannot do during the hiring process.
If you remember one simple rule, you'll be in good shape: You can ask people about their abilities, but you can't ask about their disabilities.

What motivates business? The simple answer is money. Yet, even if businesses, large or small, operate from this simple motivation, the human factor comes into play sooner or later.

Legal requirements resulting from the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA) and the Equal Pay Act of 1963 (EPA) apply generally to businesses with a certain number of employees.

With an increasing percentage of the fastest-growing workforce age groups in America participating in visible body-art expression, employers can often feel strained to choose between customer expectations and employee expectations.

Employment Practices Liability Insurance (EPLI) is a type of insurance created in the early 1990s designed to cover a company’s liability resulting from actual or alleged sexual harassment, wrongful termination or discrimination against employees.

A list of EEOC best hiring practices

EEOC statement on national origin and accent harassment

An overview of EEOC bestpractices in management.
Since management commitment and accountability are driving forces behind all practices, overlap with the other best practice categories is unavoidable. This overlap serves to reaffirm and reinforce the importance of management commitment and accountability in the effectuation of equal employment opportunity.

The following employer response to an EEOC charge was provided by Stephen J.

The following sample sexual harassment policies include all the elements that a sexual harassment policy should contain.

Age discrimination is something that the average employer knows very little about.

HR has changed a lot since I first got into this business, and our services have also changed to meet the times and needs.

Pay equity establishes that people doing the same jobs will receive the same pay, regardless of sex or race.

Here are some steps employers can take to effectively prevent and reduce age discrimination in the workplace.

Costly legal liabilities and noncompliance issues can be prevented with an HR audit. An HR audit helps by diagnosing or uncovering problems that can potentially take down a business.

Contingent workers—those workers placed in job assignments by staffing firms, such as temporary employment agencies or contract firms—frequently qualify as the

Although age discrimination laws deal more with the hiring, firing, or retirement of employees, they also may apply to employee benefits, depending on the situa

Generally, yes, but not if the award would conflict with the requirements of immigration laws.

Yes.

Rights or claims under the anti-discrimination laws may be waived as long as any waiver is knowing and voluntary.