We have worked with many clients who are upset about something an employee has posted on social media or elsewhere that may be viewed as negative about the company and/or its practices. These have to be very carefully evaluated to determine if the statements could be concerted protected activity. A recent case demonstrates the potential liability for not doing… Read more »
Tag: EEOC
Our HR team regularly works through clients’ frustrations with accommodations requested under the ADA by employees. The EEOC’s lawsuit against payroll company Paycom demonstrates why we engage in so many questions and “hoops” when evaluating whether a request can or cannot be accommodated. A candidate disclosed during her interview a severe food allergy to onions and was hired. However, she immediately incurred severe anaphylactic shock when co-workers… Read more »
Just as we’ve been waiting for a due date to file this years’ EEO-1’s for applicable clients, the EEOC has sent a proposal to the White House to end this reporting requirement that was first initiated in 1966. It’s not clear if this would impact reporting this year, but going forward could ease larger employer responsibilities. The EEO-1 reporting requires data from the prior year for employee demographics broken down by… Read more »
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