Companies should keep in mind that their reaction to and handling of employee complaints can make all the difference in avoiding a costly legal battle.
Breaking News: SCOTUS Allows Discrimination Claim to Proceed, Absent Adherence to Statutory EEOC Filing Requirements
The U.S. Supreme Court’s recent decision in Fort Bend County v. Davis opens a narrow door for plaintiffs to attempt bringing claims under Title VII of the Civil Rights Act of 1964, as amended without previously filing a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) asserting such claims.
For employers to have maximal protection, their policies and procedures should reflect the most recent updates and changes in employment regulations.
Your company just received a notice from the Equal Employment Opportunity Commission (EEOC) stating that a charge of discrimination and/or harassment has been filed against the company. What do you do next?
In 2017, the Equal Employment Opportunity Commission (EEOC) received over 41,000 charges of retaliation. Those retaliation charges comprise 48 percent of all charges received by the EEOC that year – the highest percentage to date.
With a near-daily barrage of media reports about high-profile workplace harassment allegations, it is important to remember what “harassment” is, what it isn’t, and what employers must do when faced with employee harassment complaints.
The WORLD Policy Analysis Center’s recent report on paid parental leave noted that out of the 34 industrialized member countries in the Organisation for Economic Co-operation and Development (OECD), the United States is the only country without guaranteed nationwide paid parental leave for mothers.