EEOC

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.

In the midst of all the media coverage surrounding transgender bathroom policies, the EEOC has put employers on notice of its position that denying an employee access to a restroom corresponding to the employee’s gender identity is sex discrimination.

EEOC and other agencies say enforcing equal pay laws and eliminating barriers in recruiting and hiring practices are among several strategic enforcement priorities.

New compensation equity legislation in the state shifts the onus onto employers to justify salary differentials based on specific factors.

Organizations should consider updating their nondiscrimination policies to prohibit discrimination on the basis of sexual orientation and gender identity.

This month, the agency filed its first two lawsuits accusing employers of gender bias for discriminating against employees on the basis of sexual orientation.

Under the proposal, the agency expands its list of the evidence or facts that an employee can show to show establish a retaliation claim.

Under the proposal, the agency expands its list of the evidence or facts that an employee can show to show establish a retaliation claim.

Employers served with an Equal Employment Opportunity Commission (EEOC) subpoena requesting private employee information – regardless of its arguable relevance – may nevertheless be compelled to respond.

The Commission has no business pursuing a lawsuit involving a health risk assessment that is part of a group health plan that falls into the ADA’s safe harbor.