My most recent blog for SHRM’s We Know Next talks about the beginning of a New Year being a great time to minimize the risk of bad precedent. To read the full blog, please click the title above.
I am pleased to post a blog I wrote for Talent Culture. You can read it here. This blog should not be construed as legal advice, as pertaining to specific factual circumstances or establishing an attorney-client relationship.
The U.S. Equal Employment Opportunity Commission (EEOC) identifies eradicating harassment among its key priorities in its 2013-16 Strategic Enforcement Plan and has recently increased the number of related class actions it has initiated.
Each year around this time we employment lawyers anxiously await the EEOC’s release of it’s fiscal year statistics. We want to know whether our warnings to our clients that the EEOC is “increasingly active” and that the number of charges filed is “up” still ring true.
I am pleased to post another blog I wrote this month for SHRM’s WeKnowNext.
As we all know, if an employer uses a third party to conduct criminal background checks for it, the Fair Credit Reporting Act (FCRA) applies.