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The Equal Employment Opportunity Commission recently issued proposed guidance crystallizing the agency’s expectation that employers be proactive in eliminating workplace harassment.
The decision in EEOC v. Flambeau addressing whether an employer's wellness program violated the ADA still leaves employers with questions, says attorney Garret Fenton.
EEOC commissioner’s record labeled even-handed, Gov. Walker also on short list.
EEOC commissioner’s record labeled even-handed, Gov. Walker also on short list.
Experts say the lawsuit is unlikely to affect employers, employees.
Experts say the lawsuit is unlikely to affect employers, employees.
New rules are ensuring that employees are not coerced into participating in the program, says attorney Norbert Kugele.
New rules are ensuring that employees are not coerced into participating in the program, says attorneye Norbert F. Kugele.
Ruling addresses whether an employer’s program violates the ADA, which could affect employers nationwide, writes attorney Garrett Fenton.
For the first time since 1998, the Equal Employment Opportunity Commission (EEOC) has issued new enforcement guidance on retaliation.
Employee claims can cross over various discrimination laws, such as age or disability, says Benefit Advisors Network’s Bobbi Kloss.
Do your programs comply with the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act? Here’s everything you need to know.
This EEOC officially opened its EEO-1 survey process for 2016, requiring employers who meet qualifying thresholds to provide certain data about their workforces.
Covering the legality of cash payments, pregnancy discrimination, health questionnaires and arbitration agreements, legal experts break down recent decisions.
Although the task force’s 88-page report may be burdensome to digest, attorney Krista Cabrerra points to the executive summary as an excellent source of easy-to-digest information.
Covering the legality of cash payments, pregnancy discrimination, health questionnaires and arbitration agreements, legal experts break down recent decisions.
Document aims to help employers and vendors understand what needs to be shared with workers in light of new ADA rules, says EEOC chair Jenny Yang.
in response to employers offering more wellness programs containing financial incentives, the EEOC has issued new guidance.
A program’s structure can determine which laws apply and federal agencies and courts are not always in agreement as to what is required for compliance.
Plan sponsors have until Jan. 1, 2017 to comply with the final EEOC rules, which ban plan designs in which more generous insurance options are only available to employees who complete a health risk assessment or biometric screening.
