Stakeholders get more time to comment on EEOC’s harassment guidance

February 06, 2017 0 COMMENTS

Stakeholders now have until March 21 to comment on proposed antiharassment guidance from the Equal Employment Opportunity Commission (EEOC).

The move is in line with the new administration’s overall approach of pausing Obama administration initiatives and taking time to evaluate them, said Jonathan Mook, a founding partner of DiMuro Ginsberg PC and an editor of Virginia Employment Law Letter. Given the change in administration, it makes sense to provide stakeholders more time, he said.

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New Connecticut law protects interns from discrimination, harassment

September 21, 2015 0 COMMENTS

by Ashley Harrison Sakakeeny

Employers in Connecticut should update their antidiscrimination and antiharassment policies to cover unpaid interns as a new state law becomes effective October 1.

The new law, Public Act 15-56, prohibits discrimination and harassment against interns much like current laws protect employees. It prohibits discrimination based on an intern’s race, color, age, and other protected characteristics. Also, the law makes it illegal to retaliate against an intern for filing a complaint of discrimination or harassment. It permits interns to file complaints with the Connecticut Commission on Human Rights and Opportunities and, ultimately, in Connecticut superior court.

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New York City law protects unpaid interns

June 04, 2014 0 COMMENTS

by New York Employment Law Lettershutterstock_187208948

A new law that aims to protect unpaid interns in New York City from discrimination and harassment on the job will take effect June 15.

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EEOC plan reveals enforcement priorities

September 07, 2012 1 COMMENTS

The Equal Employment Opportunity Commission (EEOC) has released a draft of its Strategic Enforcement Plan (SEP) that spells out priorities such as stepped-up efforts against hiring discrimination and harassment, new protections for various vulnerable workers, preserving access to the legal system, and dealing with emerging issues like changes brought by the ADA Amendments Act.

Recruitment and hiring
The SEP says the EEOC will target class-based intentional discrimination as well as practices that seem neutral but adversely affect particular groups. The plan specifically mentions racial and ethnic minorities, older workers, women, and people with disabilities.

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