Equal Employment Opportunity Commission (EEOC)

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    Title VII, the federal law that prohibits most workplace harassment and discrimination, covers all private employers, state and local governments, and educational institutions that employ 15 or more individuals. In addition to prohibiting discrimination against individuals because of race, color, national origin, religion, and sex, those...

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    In 1963, Congress passed the Equal Pay Act (EPA) as an amendment to the Fair Labor Standards Act (FLSA) to “prohibit discrimination on account of sex in the payment of wages by employers.” In general, the EPA applies to most employees for work done for most employers, although there are certain exceptions. The Act prohibits pay...

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    The EEOC enforces Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), the Rehabilitation Act of 1973, and Title II of the Genetic Information Nondiscrimination Act of 2008. The commission processes allegations of...

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    Discrimination, for the purposes of employment law, is any workplace action such as hiring, firing, demoting, and promoting based on a prejudice of some kind that results in the unlawful treatment of protected classes. With some notable exceptions, such as affirmative action, discrimination is strictly prohibited by a myriad of federal laws....

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    Title I of the Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities who are qualified for a job. The ADA covers all private employers with 15 or more employees and covers state and local governments, regardless of the number of employees. In 2008, the ADA Amendments Act (ADAAA) was signed into law and...

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    The EEOC's sweeping changes to the structure and procedures behind the EEO-1 employer report -- the federally mandated annual form designed to help the EEOC uncover discriminatory conduct -- still have many employers and HR professionals concerned. And with good reason! They were the first major changes made in the EEO-1 process since its debut...
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    By Burton J. Fishman Of counsel, Fortney & Scott, LLC Ever since the Equal Employment Opportunity Commission (EEOC) issued its regulations regarding the Genetic Information Nondiscrimination Act (GINA) and wellness programs in 2009, there has been confusion and some consternation. Both grow from the EEOC's reluctance to accept a...
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    2011 was a busy year for the FMLA. In 2011, the Obama administration and the courts have continued to expand the scope and effect of the FMLA, as well as other laws related to medical conditions and liability. As reported in previous issues of this newsletter, 2011 brought major developments to the FMLA including the new Americans with...
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    The annual September 30, deadline for filing EEO-1 reports will come back around again before you know it. Employers who fail to file by that date face legal liabilities and potential exposure to discrimination claims as a result. These forms can cause headaches for even the savviest of HR managers if you're not up-to-date on recent changes and...
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    By John Hickman, Johann Lee, and Carolyn Smith Alston & Bird, LLP Employer wellness programs face a number of potential compliance issues under a variety of federal (e.g., the Health Insurance Portability and Accountability Act (HIPAA), the Genetic Information Nondiscrimination Act (GINA), and the Patient Protection and Affordable Care Act)...
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