EEOC Seeks Input on Measuring the Quality of Its Services

The Equal Employment Opportunity Commission (EEOC) has announced that it is inviting public input into a Quality Control Plan (QCP) under development as part of its Strategic Plan. In February 2012, the EEOC approved a Strategic Plan for fiscal years 2012-2016.  This Strategic Plan establishes a framework for achieving the EEOC's mission to stop and remedy […]

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Processing Time for Federal Government EEOC Complaints Improves

Federal employees and applicants filed 16,974 complaints of employment discrimination in fiscal year 2011, according to the U.S. Equal Employment Opportunity Commission’s (EEOC's) “Annual Report on the Federal Work Force Part I:  EEO Complaints Processing for Fiscal Year 2011.”  The report  assesses federal agencies’ equal employment opportunity complaint processing program statistics. Unlike in the private […]

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EEOC Holds Public Meeting on Four-Year Strategic Plan

The Equal Employment Opportunity Commission on July 18 held a public meeting at which academics, representatives of the civil rights, business and federal sector communities, as well as former EEOC leaders and current employees, presented their views about the agency’s proposed Strategic Enforcement Plan (SEP) for 2012-2016. The Strategic Enforcement Plan grew out of the […]

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EEOC Working With 200 Companies on National Mediation Agreements

With its recent announcement that it had entered into a National Mediation Agreement with Cracker Barrel Old Country Store Inc., the Equal Employment Opportunity Commission (EEOC) is now helping more than 200 firms nationwide resolve disputes with their employees without going to court. The EEOC is charged with enforcing the harassment and discrimination statutes of […]

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Genetic Information and Company Wellness Programs

The Genetic Information Nondiscrimination Act (GINA) prohibits the gathering of genetic information from employees or new hires unless such information  is deemed "job-related and consistent with business necessity." Another exception pertains to voluntary wellness programs, with the stipulation that the information obtained is kept confidential and not used in a manner that violates the Americans […]

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EEOC Advises Employers to Separate PHI from Occupational Health Information

In a recent informal discussion letter, the Equal Employment Opportunity Commission (EEOC) suggested that employers who maintain both personal health information (PHI) and occupational health information in a single employee file are probably violating the privacy provisions of both the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). Both acts severely […]

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Huge Verizon Settlement Shows Danger of Inflexible Leave-Absense Policies

In June the Equal Employment Opportunity Commission (EEOC) held hearings on leave as a reasonable accommodation for employees with disabilities, warning that inflexible company policies would incur EEOC legal wrath, and today that warning turned into reality as Verizon was forced to accept a $20-million settlement of a lawsuit over its hard-core absence policy. The […]

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Final ADAAA Regulations from EEOC Take Effect Tomorrow (May 24, 2011)

Title I of the Americans with Disabilities Act (ADA) prohibits employment discrimination on the basis of a  disability and requires employers to accommodate a qualified individual’s physical or mental impairment in the workplace, unless such accommodation causes an undue hardship. All employers with 15 or more employees are subject to the ADA as enforced by […]

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EEOC Restricts Release of Employee Medical Information to Courts

Both the Americans With Disabilities Act (ADA) of 1990 and the Rehabilitation Act of 1974 contain privacy protection for employees and their company-retained medical records, but a narrow exception in these acts allows for the release of such information if requested by a court order. However, the Equal Employment Opportunity Commission (EEOC) in a recent […]

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EEOC Seeks to Bundle Discrimination Claims as ‘Class Charges’

In an approach similar to class-action lawsuits, the Equal Employment Opportunity Commission (EEOC) is now pursuing what it calls Class Charges—disability and age discrimination claims that deal with multiple employees in one location or spread out geographically. The institution of a Class Charge is simple enough: When employees file claims for disability or age discrimination […]

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