The U.S. Equal Employment Opportunity Commission (EEOC) issued new Enforcement Guidance this month regarding pregnancy discrimination. This is the
Each flu season, according to Flu.gov, nearly 111 million workdays are lost due to the flu. That equals approximately $7 billion per year in sick
According to Centers for Disease Control reports, this year's flu season is off to a particularly strong start. For employers, the recurring scenario
The Equal Employment Opportunity Commission (EEOC) and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) have updated the Memorandum of Understanding (MOU) (pdf) between the two agencies “to promote greater efficiency and coordination, and to eliminate conflict and duplication of effort.”
We previously wrote about the EEOC’s increasingly aggressive position against inflexible leave of absence policies that provide for automatic termination of employment when an employee does not or cannot return to work at the end of a specified maximum leave period, such as when the employee has exhausted available FMLA leave.
On September 28, 2011, an Illinois federal district court dismissed the putative class action claims brought by U.S. Equal Employment Opportunity Commission (EEOC) against United Parcel Service Inc. (UPS) in a case where the EEOC alleged that UPS’s 12 month medical leave policy violated the Americans With Disabilities Act by not providing reasonable accommodations to disabled employees.
EEOC complaints are known for their brevity, often consisting of a mere handful of terse paragraphs, even in complex pattern or practice cases.
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Providing negative job references to prospective employers about one of your former employees could constitute unlawful retaliation in violation of the Americans With Disabilities Act, the Family Medical Leave Act and similar anti-discrimination laws.
The national unemployment rate, as reported by the Department of Labor, has stubbornly remained at about 9 or higher for more than two years.