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EEOC Can t Use 10th Circ. In Meatpackers Case, Judge Says
Law360 (January 29, 2021, 8:50 PM EST) The Equal Employment Opportunity Commission has failed to convince a Colorado federal judge that a recent en banc Tenth Circuit decision involving the Americans with Disabilities Act produced a precedential shift in workplace accommodations law that allows the agency to pursue decade-old systemic bias claims against meatpacker JBS USA LLC.
Chief U.S. District Judge Philip Brimmer on Jan. 25 rejected the U.S. Equal Employment Opportunity Commission s latest bid to upend a September 2018 order throwing out the agency s so-called pattern-or-practice claims in a suit accusing JBS USA LLC of illegally denying Muslim workers religious accommodations and firing some Somali Muslim workers.
A vexing question for many businesses is whether to make COVID-19 vaccinations mandatory for employees once those vaccinations become more widely available. Though the health and safety.
Texas Holiday Inn Owner Sued for Firing Pregnant Employee January 29, 2021
Federal officials have sued the owner of a Holiday Inn Express and Suites in Corpus Christi, Texas, for firing a temporary employee because she was pregnant,
Awon Phie LLC, doing business as the Holiday Inn Express & Suites in Corpus Christi, violated federal law when it fired the temporary employee placed by a staffing company because she was pregnant, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit.
According to the EEOC’s lawsuit, the company’s operations manager told an employee that she noticed her stomach, referring to her being pregnant. The company’s operations manager told the employee she was a “liability” because of her pregnancy and fired her, stating that she could not allow a pregnant woman to work for the employer, the EEOC charged.
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Agency Will Continue to Offer Virtual Mediations and Leverage Technology to Improve Access and Facilitate Feedback
WASHINGTON The U.S. Equal Employment Opportunity Commission (EEOC) today announced the conclusion of two six-month pilot programs relating to the agency’s conciliation and mediation efforts. The two pilots were announced in July 2020 and originally set to last six months.
“I strongly support the prompt and voluntary resolution of discrimination charges whenever doing so is consistent with our mission,” said EEOC Chair Charlotte A. Burrows. “The Commission will continue to strengthen its conciliation and mediation programs in accordance with the overarching goal of preventing and remedying discrimination in the workplace.”
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Today, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it concluded its two six-month conciliation and mediation pilot programs originally announced in July 2020. We addressed the mediation pilot program here. As part of the mediation pilot program, and in response to the COVID-19 pandemic, the EEOC implemented virtual mediations, as opposed to audio-only mediations. Despite the pilot program’s conclusion, the EEOC announced that it intends to continue to use video technology to hold virtual mediations, after positive feedback from participants. Significantly, the parties to a charge will continue to be permitted to request mediation at any point throughout the life of the charge.