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.

Will the Government Soon Collect More Race Data?

Posted by Sonia Chapin, SPHR, SHRM-SCP on November 29 2016

In keeping with the evolving population of the United States, the White House recently put forth a proposal to include a new race on the 2020 Census form. This new race would be Middle East and North African (MENA). This subgroup has been reported as part of the ‘White’ race since its designation in 1944. This was initially considered positive for this subgroup, as they were eligible for citizenship under laws in effect at that time. Now, many members of the community feel as though they do not fit in with White, Black, or Asian designations and support the new designation.

EEOC Issues New Guidance on National Origin Discrimination

Posted by Charu Avasthy, PHR, Senior HR Consultant on November 28 2016

On November 21, 2016, the Equal Employment Opportunity Commission (EEOC) issued enforcement guidance on national origin discrimination. The guidance, which is a sub-regulatory enforcement document, replaces the Commission’s 2002 Compliance Manual section on the same topic.  

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.

Employers Can Help Veterans Convert Their Skills for Workplace

Posted by Courtesy of Bloomberg BNA on November 10 2016

Military Veterans continue to face difficulty translating their skills and experience into civilian terms, but employers can help them, consultants say.

‘‘One of the top concerns I hear from both Veterans and employers is the difficulty with properly translating military skills and experience into the required skill sets for civilian jobs,’’ Beth Ronnenburg, president of Columbia, Md.-based HR consultancy Berkshire Associates Inc., told Bloomberg BNA in an Oct. 27 email. ‘‘Military personnel find it overwhelming when they have to read through hundreds of job descriptions to find jobs for which they are qualified; some also find it challenging to determine which civilian jobs match the skillset they developed in the military.’’

Supreme Court to Review Fourth Circuit Ruling on Transgender Student’s Access to Restrooms

Posted by Kelly Andrews, PHR, SHRM-CP on November 4 2016

On Friday, October 27, the United States Supreme Court accepted a case dealing with restroom access for transgender students. The case is expected to be heard as early as April 2017, with a ruling by June 2017 possible. The case involves a challenge to guidelines issued by the Department of Education that require schools to allow transgender students to use restrooms that correspond to their chosen gender, rather than birth gender.

Disability Etiquette: Tips for Interacting with Individuals with Disabilities

Posted by Lauren Collinson, Senior Communications Specialist on November 2 2016

According to the American with Disability Act, an Individual with a Disability is defined as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Taking this definition into account, it is no surprise Individuals with Disabilities (IWD) make up the largest minority group in the country.

New President, New Policies: The Presidential Election and the Impact on the Workplace

Posted by Coriana Spencer, HR Industry Writer and Blogger on October 26 2016

The 2016 election season is coming to an end. As voting day quickly approaches, it is imperative HR professionals are up-to-date on the policies of both Hillary Clinton and Donald Trump—and the impact those policies will have on the workplace. Below are some of the federal policy areas subject to change with a new president:

EEOC to Host Public Meeting on “Big Data and Employment Discrimination”

Posted by Lynn A. Clements, Director, Regulatory Affairs on October 7 2016

The Equal Employment Opportunity Commission (EEOC) will host a public meeting next Thursday, October 13, 2016, at 1:00 P.M. Eastern Time to discuss “Big Data and Employment Discrimination.” The meeting will “examine big data trends and technologies, the benefits and risks of big data analytics, current and potential uses of big data in employment, and how the use of big data may implicate equal employment opportunity laws.”