The EEOC recently issued a revised publication on the employment of veterans with disabilities.
The U.S. Department of Labor Office of Federal Contracts Compliance Programs has proposed a new rule requiring federal contractors and subcontractors to set a goal to have 7 of their workforce be individuals with disabilities.
Speaking on July 27 to the Industry Liaison Group’s 29th Annual National Conference to an audience of human resources professionals for the nation’s top companies, the Office of Contract Compliance Director Patricia Shiu emphasized the OFCCP’s top initiatives.
The Office of Contract Compliance (OFCCP), which enforces federal contractors' and subcontractors' affirmative action obligations, recently rescinded its 2003 ACM directive.
As an update to my previous post on this case, the Ohio Supreme Court last week released an opinion in Ohio Civ. Rights Comm’n v. Nursing Care Mgmt. of Am., Inc., reversing the decision of the Ohio Fifth District Court of Appeals, which previously held that an employer unlawfully discriminated by terminating an employee requiring pregnancy-related leave who did not meet the length of service requirement of the employer’s general leave policy.
On May 12, Representatives Stewart and McGregor introduced into the Ohio House of Representatives H.B. 176 to add “sexual orientation or gender identity and expression” to the list of protected classes under Chapter 4112, Ohio’s anti-discrimination statute, and R.C. 4111.17, which prohibits wage discrimination.
The Ohio Fifth District Court of Appeals last week released an opinion in Nursing Care Mgmt. of Am., Inc. v. Ohio Civ. Rights Comm’n, that upheld the Ohio Civil Rights Commission’s determination that an employer unlawfully terminated an employee on the basis of pregnancy when the employer terminated the employee because she required pregnancy-related disability leave but had not met the minimum length of service requirements for maternity leave under the employer’s leave policy.