EEOC

Harassment at work based on religion, national origin, and race, including against those who are, or perceived to be Arab, Israeli, Jewish, Middle Eastern, Muslim, or Palestinian is unlawful. EEOC’s fact sheet on harassment and discrimination related to religion, race, and national origin can help you identify potentially unlawful actions in the workplace. Read it here: https://lnkd.in/etJDD4B4 Image text: Anti-Arab, Anti-Middle Eastern, Anti-Muslim & Antisemitic discrimination are illegal. Employment discrimination based on religion, national origin, and race, including discrimination against those who are, or are perceived to be, Arab, Israeli, Jewish, Middle Eastern, Muslim, or Palestinian can involve: harassment, denial of religious accommodations, disparate treatment, retaliation, segregation. The EEOC’s fact sheet identifies potentially illegal employment discrimination related to religion, national origin, and race. Report unlawful discrimination to https://lnkd.in/emUATKy or call 1-800-669-4000.

EEOC Identifies Practices to Retain Persons with Disabilities at Federal Agencies With the 51st anniversary of Section 501 of the Rehabilitation Act of 1973, the EEOC today released a report titled, “Retaining Persons with Disabilities in the Federal Workforce.” The new report by the EEOC’s Office of Federal Operations, using three years of Management Directive 715 (MD-715) data and 156 model practices, identified a number of promising employment practices for improving retention rates. Use this link to read the report: https://lnkd.in/gAMFfZ9K

A new EEOC fact sheet highlights federal laws that prohibit pay discrimination, harassment, hiring discrimination, forced retirement, and other forms of employment discrimination faced by women based on sex and age (40 and over). Between fiscal years 2020 and 2023, the EEOC received 52,000 charges of age discrimination, at least half of which were filed by women, and 15,000 charges of discrimination based on both sex and age from women workers. The fact sheet also highlights impactful EEOC actions on behalf of victims of discrimination, including recovering over $146M for female victims of discrimination under the ADEA through administrative enforcement efforts between 2020 and 2023. https://lnkd.in/e-y8fM36

One of the most significant changes in the American workforce is the expansion of the high tech sector. However, at just 22.6%, women represent less than a quarter of high tech workers —showing no growth in representation in the past two decades. Additionally, women of color represent a mere 10%. https://lnkd.in/eUr7phGX

A new EEOC report says, “The magnitude of the underrepresentation, particularly for female and Black workers, along with research and the EEOC’s experience enforcing anti-discrimination laws suggest that discrimination contributes to the relatively low employment of women, Black workers, Hispanic workers, and older workers.” Read it here: https://lnkd.in/eUr7phGX

This new EEOC report assesses diversity in the high tech workforce and sector. While there has been incremental progress for some workers, especially Hispanic workers, the underrepresentation of Black, Hispanic, and women in the high tech workforce remains a persistent problem. Between 2005 and 2022, there was very little change in the representation of Black workers employed as high tech workers and virtually no change at all in the representation of female workers in the high tech workforce. https://lnkd.in/eUr7phGX

Preventing Harassment, Cultivating Civility, and Navigating EEO when World Events Enter the Workplace - A Virtual Training Event September 11, 2024 from 10 a.m. to 2:25 p.m. CT This four-hour workshop focuses on harassment in the 2024 workplace and how to effectively navigate emerging issues and remain EEO compliant. Topics include: -online harassment and the inappropriate use of social media -gender-based harassment relating to sexual orientation and gender identity, as well as pregnancy and childbirth -balancing religious expression accommodations with hostile work environment claims based on religion -managing EEO implications of workplace interactions about current world events, such as politics, war, religion, and other controversial topics -understanding when employee speech is protected as concerted activity under the National Labor Relations Act (NLRA) and the circumstances it is protected under the First Amendment in public sector employment -best practices for conducting effective workplace harassment investigations, including trauma-informed interviewing skills -how to create a workplace culture of civility that prevents inappropriate behavior from rising to the level of illegality by connecting civility and EEO with organizational values - the best practice for harassment prevention Learn from EEO experts as they use real world examples and case studies along with EEOC's new harassment guidance to provide the most up-to-date information about workplace harassment in 2024 that employers and employment practitioners need to know. https://lnkd.in/e5-hrv6R

Advanced Discrimination Topics: Intersectional Employer Policies and Practices (including Recruitment, Pay Equity, and Employee Classification) The EEOC Birmingham and Dallas District Offices are hosting a virtual workshop tailored to employers (large and small), human resource professionals, employment attorneys, staffing agencies, and anyone who wants to enhance their knowledge of Intersectional polices, at an intermediate to advanced level. September 10, 2024, 10 a.m. - 12:15 pm CT Registration Fee: $275 per person HRCI- Approved (2 credits)  SHRM- Approved (2 credits)  CLE- Seeking Approval for AL, MS and Texas (2 hours). Federal Counselor or Investigator refresher credits (2 hours).  To request an accommodation or for inquiries about accessibility (preferably by August 30), please contact [email protected] or [email protected]   Workshop Agenda   9:30 a.m. - Virtual Environment Opens 10 a.m.- Opening Remarks, Ligita Landry, Deputy District Director, EEOC Dallas District Office 10:05 am- Understanding Intersectionality in Recruitment Martin S. Ebel, Division Counsel, Albertsons Katrina Grider, EEOC Associate Director, Curriculum, Training and Education This session will discuss what intersectionality is and why it is important. Having a greater understanding will enable employers to avoid being a target of EEOC systemic and other investigations. Learn about best practices in recruiting and hiring. 11:05 am Break 11:10 am -Understanding Intersectionality in Pay Equity and Employee Classification Martin S. Ebel, Division Counsel, Albertsons Katrina Grider, EEOC Associate Director, Curriculum, Training and Education This session continues the analysis of intersectionality as it relates to pay equity. This discussion will include initial pay setting and other compensation best practices through the employer–employee life cycle and address job classification and reclassification. 12:10 pm- Closing Remarks, Bradley Anderson, District Director, EEOC Birmingham District Office 12:15 pm- Adjourn Use this link to register: https://lnkd.in/eJ-YXP6R

Register soon to attend the September 4 virtual workshop on mediation techniques and strategies. The discussion will cover how to prepare, manage expectations, and develop effective strategies.   For additional information, including agenda and available credits, contact Alvin Mallette, Outreach and Education Coordinator, New York District Office, by phone at 929-506-5331 or email at [email protected]. https://lnkd.in/gCuSsHa5

Asphalt Paving Systems to Pay $1.25 Million in EEOC Race Discrimination Lawsuit Asphalt Paving Systems subjected 12 Black former employees and a class of other Black employees to degrading and humiliating conditions such as being required to work in pouring rain while white workers watched, being forced to relieve themselves outdoors while white employees were taken to indoor restrooms, and being called the “n-word,” “monkey” and “boy,” the suit charged.  The EEOC further alleged that the hostile work environment was exacerbated by physically threatening conduct, such as managers and supervisors bringing guns to worksites and—in one instance—reaching for a gun. “This case underscores the urgent need for the EEOC’s ongoing efforts to eliminate racism in the construction industry. The EEOC will continue to use all its tools—including vigorous enforcement and litigation where necessary—to address these systemic problems and promote safe and inclusive workplaces for all.” - EEOC Chair Charlotte A. Burrows  https://lnkd.in/e6-GeH46