Due to the COVID-19 pandemic, the U.S. Equal Employment Opportunity Commission (EEOC) delayed the opening of Equal Employment Opportunity (EEO) data collections for: .
Confidentiality. Transparency. Clear and substantive bases for a finding of reasonable cause. Prompt resolution that avoids drawn-out and costly litigation. All of this sounds like a.
Sexual harassment claims made by prototypical women considered more credible ANI | Updated: Jan 14, 2021 20:46 IST
Washington [US], January 14 (ANI): A new study has revealed that women who are young, conventionally attractive and appear to act feminine are more likely to be believed when making accusations of sexual harassment.
The findings of this University of Washington-led study involved more than 4,000 participants, reveals perceptions that primarily prototypical women are likely to be harassed. The research also showed that women outside of those socially determined norms or non-prototypical women are more likely perceived as not being harmed by harassment.
That leaves women who don t fit the prototype potentially facing greater hurdles when trying to convince a workplace or court that they have been harassed.
Thursday, January 14, 2021
As the United States begins its rollout of the COVID-19 vaccine, employees are receiving conflicting information about what their employers can and cannot require of them. This article will address some of employees’ most pressing questions about how to navigate vaccination-related issues in the workplace in the months to come.
Can my employer require me to be vaccinated against COVID-19?
Generally speaking, yes. Employers can impose health and safety requirements on all employees as a condition of employment to the extent those requirements do not conflict with the Americans with Disabilities Act (“ADA”) by violating the rights of individuals with disabilities or by misusing their employees’ confidential medical information. The Equal Employment Opportunity Commission (“EEOC”) has explained that under the ADA, employers are prohibited from requiring employees to undergo medical procedures that “seek information about an indiv
Advertisement Well Done? EEOC s New Proposed Rules Would Limit Employer Wellness Programs to De Minimis Incentives with Significant Exceptions Tuesday, January 12, 2021
Introduction
On 7 January 2021, the U.S. Equal Employment Opportunity Commission (EEOC) proposed two new rules designed to clarify the scope of incentives that employers may offer employees as part of a wellness program without violating the Americans with Disabilities Act (ADA) or Genetic Information Nondiscrimination Act (GINA). The rules, which are subject to a 60-day public comment period, come in response to a 2017 court decision invalidating previous EEOC rules on this subject. In most instances, the rules would allow employers to offer employees only de minimis incentives for participating in a wellness program. However, there are some significant exceptions, including one that would allow employers to offer employees an incentive of up to 30 percent of the total cost of coverage, if the incentiv