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Understanding Your Equal Employment Opportunity Obligations

by Martin Salcedo, Esq. - The Human Equation on 3/18/2015

The most recent enforcement and litigation data released by the Equal Employment Opportunity Commission (EEOC) confirm that employment-related liabilities remain one of the most significant risks facing employers. Controlling these risks requires an understanding of what employers can and cannot do under the various equal employment opportunity laws enforced by the EEOC, including:

  • Title VII of the Civil Rights Act (Title VII)
  • the Pregnancy Discrimination Act
  • the Equal Pay Act (EPA)
  • the Age Discrimination in Employment Act (ADEA)
  • the Americans with Disabilities Act (ADA)
  • the Genetic Information Nondiscrimination Act (GINA).

These laws generally make it illegal for employers to discriminate on the basis of a person’s protected characteristic, such as an employee’s or applicant’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.


Never Trust Anyone Over Forty: Supreme Court Rules in ADEA Mixed-Motive Case

by The Human Equation, Inc. on 7/14/2009

In one of the last cases handed down before the end of the term, the United States Supreme Court significantly changed the landscape for cases brought under the Age Discrimination in Employment Act (ADEA). More...

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Categories: 2009

Forty (Not Three) Is the Magic Number

by The Human Equation, Inc. on 3/19/2009

The Equal Employment Opportunity Commission (EEOC) recently provided the nation’s employers with yet another piece of disturbing news: workplace discrimination charge filings with the EEOC soared to an unprecedented level during fiscal year 2008, which ended on September 30th. More...

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Categories: 2009

Importance of Employee Performance Appraisals

by The Human Equation, Inc. on 9/18/2008

Some of my mid-level supervisors have a habit of hastily and inattentively preparing performance appraisals for employees they supervise. Might their carelessness eventually prove harmful if an employee terminated for cause files a discrimination lawsuit against my company? More...

Evidence of Discrimination

by The Human Equation, Inc. on 5/22/2008

When terminating an employee, I try to prevent a negative or humiliating confrontation by giving a neutral reason for the termination rather than stating outright that the actual cause is the employee's poor performance. More...

Age Discrimination in Employment Act

by The Human Equation, Inc. on 3/4/2008

Does an aggrieved employee havt to wait a specific period of time before filing a lawsuit against my organization under the Age Discrimination in Employment Act? More...

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Categories: 2008

The Human Equation's newsletters and publications are intended as an information source for the clients and friends of the firm. Their content should not be construed as legal advice, and readers should not act upon the information in these publications without professional guidance. Please note that newsletters and publications that are archived by The Human Equation are not updated after initial publication and may not contain the most current information available.

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