On February 12, 2018, the U.S. Equal Employment Opportunity Commission (EEOC) approved its Strategic Enforcement Plan (SEP) for FY2018 - FY2022 (SEP)
For the first time since her appointment by President Trump as acting chair of the EEOC, Victoria Lipnic last week provided a glimpse into the
It has been a week since the 2016 Election results, and we have been thinking about what this election means in the Labor & Employment Law space, and
As our regular readers know, Employment & Labor Insider is a non-partisan blog. But with the first Presidential debate coming on Monday night, I
The way things are going at the EEOC, the next time it requires additional information on the annual EEO-1 report, it will want to know what kind of
When your employees say nice things about your company, its products or services in their blogs, posts and tweets, they may be running afoul of the Federal Trade Commission.
As Stoel Rives World of Employment has previously reported, Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers from discriminating against employees and applicants based on their genetic information and regulates employers' acquisition and use of genetic information.
Almost one year after Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) became effective, the Equal Employment Opportunity Commission (EEOC) issued its final regulations to implement and clarify the law.
On November 21, 2009, the Genetic Information Nondiscrimination Act (GINA), which prohibits genetic information discrimination in health coverage and employment, took effect.
Title II of the Genetic Information Non-discrimination Act of 2008 (GINA) took effect on November 21, 2009, even though the Equal Employment Opportunity Commission (EEOC) has not yet published final regulations.