Category Archives: EEO Compliance

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So, What Exactly is the Interactive Process?

Interactive
Most employers are well aware that the Americans with Disabilities Act (and similar state laws) require employers to engage in the “interactive process” when an employee requests a disability accommodation. But in actual day-to-day practice, human resources professionals and others tasked with fulfilling this obligation often find themselves stumped. “Interactive process” is a vague term, … Continue reading this entry

EEOC Proposes Extending Pay Data Submission Deadline to September 30

EEOC
As we recently reported, federal Judge Tanya Chutkan of the U.S. District Court for the District of Columbia recently ordered the EEOC to move forward with stalled Obama-era requirements that employers who are required to file annual EEO-1 reports provide certain pay data with those reports. At the time of our last article, it was … Continue reading this entry

EEO-1 Report – Will Employers Need to Include Compensation Data or Not?

EEO
Short Answer: Currently, no. But first, some background. Generally, employers with 100 or more employees, and certain federal contractors and subcontractors, are required to file an Employer Information Report EEO-1 each year. The EEO-1 is a report of the employer’s work force by job category, sex, race, and ethnicity. In 2016, then-President Obama announced a … Continue reading this entry

Strategies for EEO Compliance: Focus on Leadership, Not Compliance

EEO Compliance
We observed last year that the legal industry is no more immune to the holdovers of sexism than any other profession. As we noted, in a step toward stemming this problem, the American Bar Association has passed a new model rule for attorney professional conduct, treating discriminatory actions by attorneys as ethical misconduct.  Rule changes, … Continue reading this entry