EEOC Tag

News Brief header On Friday, Feb. 26, 2021, the Equal Employment Opportunity Commission (EEOC) released its enforcement and litigation data from the 2020 fiscal year.

The agency resolved 70,804 charges in 2020 and secured $439.2 million for victims of employment discrimination. Among their efforts, EEOC employees fielded over 470,000 phone calls and responded to more than 187,000 field office inquiries, including 122,775 online submissions.

HR Insights Blog Header In the 2020 fiscal year, the Equal Employment Opportunity Commission (EEOC) resolved more than 70,804 charges of workplace discrimination.

Discrimination lawsuits can be very time-consuming and expensive for employers, and can result in a loss of employee morale or reputation within the community.

Top Causes of Discrimination

According to the EEOC, the following are the top 10 reasons for workplace discrimination claims in fiscal year 2020:

Legal Update Header On Feb. 12, 2021, the Equal Employment Opportunity Commission (EEOC) withdrew two proposed rules it previously issued in January 2021, on wellness programs under the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).

Overview of the Proposed Rules

These proposed rules were issued in response to a federal court decision that vacated a portion of EEOC regulations describing the incentives that an employer could offer:

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A Jan. 7, 2021 opinion letter from the U.S. Equal Employment Opportunity Commission (EEOC) addresses employer contributions to Individual Coverage Health Reimbursement Arrangements (ICHRAs) and compliance with the Age Discrimination in Employment Act of 1967 (ADEA).

The letter clarifies that an employer may offer an ICHRA under two scenarios without giving rise to ADEA liability:

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The U.S. Equal Employment Opportunity Commission (EEOC) recently launched EEOC Explore, a new interactive data query and mapping tool that gives users access to the most current, granular and privacy protected aggregate data covering employment trends that is publicly available.

Employer Information Report EEO-1 (EEO-1) data is collected by the EEOC from private employers with 100 or more employees and federal contractors with 50 or more employees. EEOC Explore allows users to analyze employment trends and search this aggregate data by sex, race, ethnicity, location and industry sector.

Legal Update HeaderUnder a new law enacted on Sept. 30, 2020, certain California employers must file an annual workforce pay data report with the state by March 31 every year.

The law applies to employers that have 100 or more employees and are required to file the federal Employer Information Report (EEO-1) with the U.S. Equal Employment Opportunity Commission (EEOC). The deadline for an employer’s initial report is March 31, 2021.

HR Insights Blog HeaderSince the onset of the COVID-19 pandemic, companies across the globe have been working to develop a COVID-19 vaccine. As the pandemic continues on and vaccine clinical trials progress, there may be a possibility of a COVID-19 vaccine being approved for use in the foreseeable future.

The prospect of a vaccine is exciting to most, but also presents challenges for employers. Employers may be considering whether vaccination will be encouraged or mandated. Employers must navigate the inherent legal risks and logistics of mandating or encouraging employees to receive the COVID-19 vaccine. To do so, employers should seek legal counsel to discuss which course of action is best for their organization. This article provides a general informational overview of considerations for employers.

On Sept. 8, 2020, the Equal Employment Opportunity Commission (EEOC) issued additional answers to frequently asked questions (FAQs) about how employers should comply with the Americans with Disabilities Act (ADA) while also observing all applicable emergency workplace safety guidelines during the coronavirus pandemic. The new FAQs, which address various issues related to employees returning to work during the pandemic, were added to guidance that the EEOC first issued on March 18, 2020, and then updated in April, May and June of 2020. The FAQs draw from the EEOC’s existing pandemic publication, Pandemic Preparedness in the Workplace and the ADA, to help employers navigate workplace issues related to the coronavirus (COVID-19). In particular, the EEOC’s FAQs include information from a section of the publication that answers employer questions about what to do after a pandemic has been declared. This HR Compliance Bulletin contains the EEOC’s updated FAQs.

HR Insights Blog HeaderIn light of the coronavirus (COVID-19) pandemic, many organizations are taking precautions to best ensure the health and safety of their workforce. As return-to-work plans are implemented, employees are also concerned about safety—and are often addressing concerns directly with their employers.

As organizations address new challenges, many are seeking answers regarding what they can, and cannot do in response to common return-to-work concerns. This article serves as a general guide for employers regarding safety and workplace precautions as organizations prepare and implement return-to-work plans, and prepare to address common concerns as employees return to the workplace.