Employment Law Information Network
All Things Labor and Employment Law
The Biden Administration recently announced increased coordination between EEOC, the US DOL and the NLRB to strengthen an intra-agency approach focused on combatting unlawful workplace retaliation. The approach will raise awareness and engage not only workers and the public, but also other key stakeholders, including employers.
Given the Administration’s focus,
Monique Thacker, a HSBC executive who worked at the financial institution for nearly a decade, recently sued her employer for national origin discrimination and whistleblower retaliation. According to the complaint filed in New York federal court, Thacker “was subjected to adverse employment actions and treated differently and worse than her
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) received a Freedom of Information Act (FOIA) request for detailed EEO-1 Report employee demographic information that thousands of U.S. employers submitted from 2016 through 2020. Unless these employers submit objections by September 19, OFCCP plans to release their currently non-public demographic employee data in response to the request.
Holding a gender-based scheduling policy giving only male detention service officers full weekends off was not unlawful discrimination under Title VII of the Civil Rights Act, a three-judge panel of the U.S. Court of Appeals for the Fifth Circuit has invited the full circuit court to revisit its standard for proving workplace discrimination.
Former JPMorgan Bank NA compliance attorney, Shaquala Williams, filed a retaliation lawsuit against the company in the New York Southern District court. Williams, who joined the company in July 2018 as vice president, was allegedly terminated from the company after raising concerns about multiple compliance failures.
According to an article
As the 2022 NILG National Conference was coming to a close, the EEOC released the long-awaited National Academy of Sciences report on the EEOC’s Pay Data Collection Completed in 2020. The study, titled Evaluation of Compensation Data Collected Through the EEO-1 Form, is a dense read at over 275 pages.
In this episode, Jen discusses the federal Department of Labor’s “retaliation” bulletin, and strategies for avoiding liability in this area.
During her keynote speech to open the second day of the NILG 2022 National Conference, EEOC Vice Chair Jocelyn Samuels hinted that an announcement involving the Agency and pay equity would be coming soon.
True to her word, this afternoon EEOC announced it will be holding a press conference tomorrow
More than half of all workplace discrimination complaints filed with the Equal Employment Opportunity Commission involve retaliation. Attorney Mark Bakker discusses how employers can prevent and defend against retaliation claims.
Executive Summary: In a groundbreaking opinion authored by Chief Justice Roberts in Cummings v. Premier Rehab Keller, P.L.L.C., the United States Supreme Court held that damages for emotional distress are not recoverable in a private action for discrimination brought pursuant statutes governing those receiving federal funding enacted pursuant to the Spending Clause. There are four such statutes for those receiving federal funding: Title VI of the Civil Rights Act of 1964 prohibits race, color and national origin discrimination; Title IX of the Education Amendments of 1972 prohibits sex discrimination in schools; the Rehabilitation Act of 1973 (“Rehab Act”) prohibits disability discrimination; and the Affordable Care Act (“ACA”) prohibits discrimination based on race, color, national origin, sex, disability, and age by healthcare entities.
All private-sector employers with 100 or more employees and all federal contractors with 50 or more employees and at least one federal contract worth at least $50,000 are required by the US Equal Employment Opportunity Commission (EEOC or Commission) to file an annual EEO-1 report.
The 2021 EEO-1 Component 1 reporting period is currently underway. Most employers with 100 or more employees (and most federal contractors with 50 or more employees) must submit their 2021 EEO-1 Component 1 Report by Tuesday, May 17, 2022. In past years, for various reasons, the EEOC has extended this
As we reported the 2021 EEO-1 reporting portal is now open.
More employers are collecting non-binary gender data from employees. The EEOC however, is not authorized to require collection, or reporting, of non-binary employee data. The current EEO-1 reporting form has fields only for the reporting of employee binary gender
EEOC has announced the opening of the 2021 EEO-1 Component 1 Data Collection platform. The deadline to complete filing this year is May 17, 2022 – giving employers only 5 weeks to complete the reporting. In an e-mail message announcing the opening, the Agency encouraged filers to begin the filing
Though the 2021 EEO-1 landing page labels the opening and closing dates for the 2021 EEO-1 filing cycle as “tentative,” the U.S. Equal Employment Opportunity Commission (EEOC) has notified prior filers that the 2021 filing platform will “officially open” on April 12, 2022, and close on May 17, 2022.
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