EEOC

Paul, who has intellectual and developmental disabilities, worked with the assistance of a job coach, who did not perform Paul’s job duties but instead helped him stay focused. The employer never had to pay for the job coach’s services. Paul consistently received pay raises and positive reviews. Paul was fired when a new manager had issues with his use of a job coach. Paul and his foster parent and guardian, Rose, reported what happened to the EEOC. Following an investigation, the EEOC filed a lawsuit alleging that when the employer failed to accommodate Paul’s disabilities and fired him, it violated the Americans with Disabilities Act (ADA). A jury found that the employer violated the ADA. Paul received more than $122,000, including for lost wages. “Advancing Independence and Community Integration for All: Supporting Individuals with Intellectual Disabilities Through High Quality Home and Community Based Services,” a report by the President’s Committee for People with Intellectual Disabilities, provides recommendations for improving employment opportunities and addressing employment discrimination against people with intellectual disabilities. Read it here:https://lnkd.in/dgr498XP

The “Know Your Rights” poster summarizes EEOC-enforced laws in simpler terms and explains in plainer language how employees or applicants can file a charge if they believe that they have experienced discrimination. https://lnkd.in/egMX3qC8

Stay connected. Subscribe here to get the latest news and other information from the EEOC sent directly to your email inbox. https://lnkd.in/dqgxHTD

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