EEOC
Kansas revokes Executive Order preventing sexual orientation and gender identity discrimination
President Obama’s Executive Order Final Rule, which was intended to prevent federal contractors from discriminating against potential employees on the basis of sexual orientation and gender identity. Meanwhile, just last month Kansas Gov. Sam Brownback chose to rescind an Executive Order that was signed in 2007 by former Gov. Kathleen Sebelius, which prohibited Kansas state…
Read MoreEEOC: Ruby Tuesday discriminated against men in job listing
The Equal Employment Opportunity Commission has filed a class-action lawsuit against restaurant chain Ruby Tuesday for stating in a job listing that only female employees would be considered for summer positions at its location in a resort town in Utah. The job posting, according to the EEOC, violates Title VII of the Civil Rights Act…
Read MoreEEOC criminal background checks: Will the government organization be forced to disclose its policies?
In October, we published a post about the Equal Employment Opportunity Commission’s current battles with BMW Manufacturing and Dollar General, in which the two companies requested that the government organization share its own policies for conducting EEOC criminal background checks. The EEOC refused, arguing that its own policies have nothing to do with either of…
Read MoreFinal Rule prohibits sexual orientation, gender identity discrimination
President Obama signed an Executive Order that would prevent federal contractors from discriminating against potential employees on the basis of sexual orientation or gender identity, in addition to the characteristics that are already protected by the Equal Employment Opportunity Commission. Earlier this month, the Office of Federal Contract Compliance Programs finally released information outlining how…
Read MoreEEOC files claims against FedEx, Wal-Mart for alleged disability discrimination
filed against FedEx Ground in North Carolina, as well as a Wal-Mart in Maryland, for alleged violations to the ADA. In the case of FedEx Ground, the EEOC claims that reasonable accommodations were not made for employees that are deaf or hard-of-hearing, as employees were not provided with a sign-language interpreter or closed captions during…
Read MoreEEOC files first suits against employers for discrimination toward transgender employees
took on two employment discrimination cases on behalf of two transgender individuals. The EEOC is suing Lakeland Eye Clinic in Florida on behalf of Brandi Branson, and R.G. & G.R. Harris Funeral Home in Michigan on behalf of Amiee Stephens, both of whom were fired from their jobs when their employers discovered that they were…
Read MoreEEOC refuses to disclose its background checking policies in court
the EEOC refused to disclose. Dollar General, in a similar suit, has also requested the policy to be made public, and the EEOC has responded likewise. The EEOC argues that its own screening policies are irrelevant to the cases it has open against BMW and Dollar General because, according to the Washington Examiner, “[the EEOC…
Read MoreEEOC bills discussed at hearing, in attempt to promote greater transparency, accountability
some witness expressed concerns about the Equal Employment Opportunity Commission’s enforcement actions at an oversight hearing in June, the Subcommittee on Workforce Protections arranged a hearing last month to review three potential new pieces of legislation that would affect how the EEOC can enforce and regulate businesses that are trying to comply with state and…
Read MoreEEOC fights pregnancy discrimination, sues massage chain
In light of an influx of employers being sued for pregnancy discrimination — and losing their cases — in recent years, the Equal Employment Opportunity Commission released new guidelines to help employers prevent pregnancy discrimination earlier this month. The new guidelines say that denying a woman work, or demoting or firing her due to pregnancy,…
Read MoreEEOC offers new guidelines for avoiding religious discrimination
the guidelines do not provide more information about what actually does constitute hardship for employers. Employers are also not allowed to require someone to cover up religious clothing or behaviors, or be placed in non-customer-facing jobs because of perceived or real customer bias. The EEOC clarified that one’s religious adherence and practices may evolve over…
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