This month, the Equal Employment Opportunity Commission (EEOC) settled itsfirst ever lawsuit involving the Genetic Information Nondiscrimination Act of 2008 (GINA).
On May 1, the U.S. Equal Employment Opportunity Commission (EEOC) announced that an Iowa jury awarded damages totaling $240 million — the largest verdict in the federal agency’s history — in a lawsuit related to disability discrimination and severe abuse.
In 2010, the federal Equal Employment Opportunity Commission (EEOC) filed a lawsuit against Abercrombie & Fitch, claiming that the company refused to hire an applicant because the applicant wore a hijab – an Islamic religious head scarf.
Recently, a federal court denied Abercrombie’s motion asking for the case to be dismissed prior to trial.
The federal Equal Employment Opportunity Commission (EEOC) recently sued Toys “R” Us, Inc. for allegedly failing to provide an interpreter to a deaf applicant during an interview.
Today, the Equal Employment Opportunity Commission (EEOC) issued an updated Enforcement Guidance document on employer use of arrest and conviction records in employment decisions under federal law (Title VII ).
The EEOC voted 4-1 to approve the guidance document. The EEOC also issued a Question-and-Answer document about the new enforcement guidance.
Among other topics, the guidance discusses how an employer’s use of an individual’s criminal history in making employment decisions could violate the prohibition against employment discrimination under Title VII. For example:
Tags: arrest records, conviction records, disparate impact, disparate treatment, employment decisions, Title VII, employees, HR Allen Consulting Services, Employers, HR Informant, Equal Employment Opportunity Commission