EEOC Announces Lawsuit Against Estée Lauder

Posted by Stephanie Meyers, Associate HR Consultant on September 13 2017

The Equal Employment Opportunity Commission (EEOC) recently announced a lawsuit against leading cosmetic company Estée Lauder for sex discrimination.

EEOC vs. CSX Transportation: Claims of Company-Wide Discrimination

Posted by Michiko Clark, Associate HR Consultant on August 24 2017

The Equal Employment Opportunity Commission (EEOC) has filed a suit against CSX Transportation stating the company has created discriminatory barriers for women seeking jobs with the company. Since 2008, CSX Transportation has used an isokinetic strength test known as the IPCS Biodex as a requirement for workers to be selected for various positions. This test measures the upper and lower body muscle strength of workers. The EEOC has found that women have passed this test at a lower rate than their male counterparts and alleges a discriminatory impact on females that were seeking positions such as Conductors, Material Handlers/Clerks, as well as various other positions.

White House Will Not Rescind LGBT Executive Order

Posted by Kristyn Hurley, SPHR, SHRM-SCP, Managing Consultant on February 2 2017

On January 31, 2017, the White House shared that President Trump will not override the Executive Order (EO) signed during the Obama administration providing workplace protections for LGBT employees working on federal contracts. EO 13672, signed by President Obama in 2014, extended existing EO 11246 protections for federal contract employees to also prohibit employment discrimination based on sexual orientation and gender identity. When the order was signed by President Obama, it applied to 28 million workers, or about a fifth of America’s workforce. OFCCP subsequently issued regulations to implement EO 13672, which can be found at https://www.dol.gov/ofccp/LGBT.html. In announcing that the new administration would not rescind these protections, the White House stated President Trump “is determined to protect the rights of all Americans, including the LGBTQ community.”

EEOC Wraps up Fiscal Year 2016: How did They do?

Posted by Michiko Clark, Associate HR Consultant on December 7 2016

The Equal Employment Opportunity Commission (EEOC) released its 2016 Fiscal Year (FY) Performance Report. In this report, the EEOC talks about its FY 2016 accomplishments, which ended on September 30. As an overview, the EEOC secured more than $482.1 million for discrimination victims in the private sector, state, and local governments. This number included $337.9 million that was secured through mediations, conciliations, and settlements; $52.2 million secured through agency litigations; and $84 million secured for federal employees and applicants. The agency also secured significant changes to alleged discriminatory practices to prevent future discriminatory conduct.

Government’s New Online Complaint Filing Tool and What it Means for Employers

Posted by Michiko Clark, Associate HR Consultant on December 5 2016

The White House recently rolled out a new online tool (www.worker.gov) that allows employees to file various types of complaints against their employer. This site also was designed to inform individuals of their employment rights. According to the White House, the website was created to assist individuals “who have had wages stolen, have been injured on the job, faced discrimination, or were retaliated against for seeking better wages or work condition,” file complaints against their employers.

Pennsylvania Court Says Title VII Protects Against Discrimination On the Basis of Sexual Orientation

Posted by Misty Glorioso, PHR, SHRM-CP on November 22 2016

On November 4, 2016, the Western District of Pennsylvania issued a landmark ruling that a gay person can bring a sex discrimination claim under Title VII of the Civil Rights Act of 1964 (Title VII) for discrimination due to one’s sexual orientation. The case, EEOC v. Scott Medical Health Center, is one of the first two such lawsuits filed by the Equal Employment Opportunity Commission (EEOC) after it announced in 2015 that it believed Title VII’s prohibition against sex discrimination included claims based on one’s sexual orientation.

OFCCP Review: Audits and What to Expect

Posted by Lynn A. Clements, Director, Regulatory Affairs on July 28 2016

While the rest of the world slows down for summer, activity at the Office of Federal Contract Compliance Programs (OFCCP) seems to be heating up as the agency enters the last three months of its final full fiscal year of the Obama Administration—which closes September 30.

The Latest Regulatory Updates: What You Need to Know

Posted by Coriana Spencer, HR Industry Writer and Blogger on July 28 2016

Office of Federal Contract Compliance Programs (OFCCP) has had a busy few weeks on the regulatory front, including an announcement of proposed changes to Form CC-4 (the individual complaint form), renewal of a revised Scheduling Letter, issuance of the Final Rule on Sex Discrimination, and publication of the second annual revision to the Protected Veteran (PV) Hiring Benchmark. Here’s everything you need to know about these updates:

OFCCP Requests Comments of Proposed Changes to Form CC-4

Posted by Suzanne Keys, SPHR, SHRM-SCP, HR Consultant on July 1 2016

On July 1, 2016, OFCCP issued a solicitation for comments concerning its proposed changes to the Form CC-4 complaint Involving employment discrimination by a federal contractor or subcontractor. Comments are due by August 30, 2016.

OFCCP Announces Final Rule on Sex Discrimination Guidelines

Posted by Coriana Spencer, HR Industry Writer and Blogger on June 14 2016

Today, Office of Federal Contract Compliance Programs (OFCCP) announced a Final Rule detailing the requirements which covered contractors must meet under the provisions of Executive Order 11246 prohibiting sex discrimination in employment. Prior to the announcement of the new regulations, covered contractors were following sex discrimination guidelines from 1970. The updated guidelines align with current laws and address the realities of today's workplaces.The Final Rule will go into effect on August 15, 2016.