by The Human Equation, Inc.
on 1/29/2014 The Equal Employment Opportunity Commission (EEOC) is on a mission. According to its Strategic Plan for Fiscal Years 2012 through 2016, the EEOC is focused on:
- combating employment discrimination with administrative (investigation, mediation, conciliation) and litigation enforcement mechanisms
- preventing employment discrimination with education and outreach activities
- delivering excellent and consistent services with effective systems.
The EEOC’s enforcement objectives and activities provide valuable insight into what employers should pay special attention to when dealing with equal employment opportunity matters. According to its Fiscal Year 2013 Performance and Accountability Report, the EEOC:
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Tags: 2014, EEOC, Equal Employment Opportunity Commission, Age Discrimination in Employment Act, Business Strategy, Disability and Discrimination Policies, Discrimination, diversity, Employment Liability, Workplace Harassment and Discrimination, Workplace Rights
Categories: 2014, Human Resources, Risk Management
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...
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...
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...
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...
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...