We re closing in on the one-year anniversary of George Floyd s murder by a white Minneapolis police officer, which ignited worldwide protests and underscored the urgent need to dismantle systemic racism in the United States. What has been built up for centuries cannot be torn down in an instant. Change must come from many directions, including those that may not seem obvious at first glance. Like investing.
If you are fortunate enough to be an investor, you have the means to contribute to change by applying a racial equity lens to your investments. Here are some thoughts on how to do it.
Dive Brief:
The U.S. Equal Employment Opportunity Commission filed a lawsuit against Walmart April 28 under the Americans with Disabilities Act, alleging the company discriminated against a qualified applicant because he is deaf (
EEOC v. Walmart Stores, Inc. and Walmart Stores East, LP, No. 21-cv-02080 (C.D. Ill., April 28, 2020)).
The applicant applied online for a position at a Walmart Store in Decatur, Illinois, according to EEOC. He was contacted for an interview, at which point he told the contact he was deaf and requested an American Sign Language interpreter. The request ended the application process, EEOC said, even after the applicant followed up with the company.
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As COVID-19 vaccines have become more widely available, many employers have been faced with the questions of whether and how to request vaccination information from employees. As discussed below, Massachusetts employers generally
can ask for and collect this information (including vaccination cards), but whether it is a good idea to do so is another story.
Thankfully, U.S. Equal Employment Opportunity Commission (EEOC) has provided some guidance addressing this topic. The Americans with Disabilities Act (ADA) generally prohibits employers from asking “disability-related inquiries” (i.e., questions that are likely to elicit information about a disability), except in certain limited circumstances where the question is “job-related and consistent with business necessity.” However, according to EEOC guidance, merely asking or requiring an employee to show proof of receipt of a COVID-19 vaccination is not a “disabi
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MIAMI – Food Ventures North America, Inc., doing business as Wild Fork Foods, a member of the JBS USA family of companies, has agreed to pay $130,000 to settle a national origin and race discrimination and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.
According to EEOC’s lawsuit, Wild Fork Foods violated federal law when a Hispanic female employee in its Miami corporate office was subjected to a hostile work environment based on her national origin and race and subjected to retaliation for complaining and ultimately forced out of her job.
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