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Pay Data Requirement for EEO-1 Form Stayed
Earlier this week, the U.S. Office of Management and Budget (OMB) initiated an immediate stay of the Equal Employment Opportunity Commission’s revamped Employer Information Report, or EEO-1. As discussed here, an expanded EEO-1 was issued in September 2016, and required employers to submit information on employee pay and hours by job category, in addition to demographic information. The new EEO-1 requirement was to take effect beginning with the next EEO-1 date of March 31, 2018 (changed from previous September 30 submission deadlines.)…
Continue Reading Important EEO-1 and I-9 Updates

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The U.S. Equal Employment Opportunity (EEOC) this week issued a publication addressing the rights of employees and applicants with mental health conditions under the Americans with Disabilities Act (ADA). The publication, entitled “Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights,” can be found here.…
Continue Reading EEOC Giving More Thought to Mental Health Conditions

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According to a recent survey, the number one reason employers have their tinsel in a tangle about office holiday parties is how much they cost.[1] But the cost of tinsel and treats is nothing compared to the expense of defending an employment lawsuit. The best way to keep holiday parties within budget—and a business out of the courtroom—is to follow these steps to minimize liability.…
Continue Reading I’m Dreaming of a Risk-Free Holiday—Tips for Reducing Holiday Party Employment Claims

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On Tuesday, the United States District Court for the Eastern District of Texas issued a decision enjoining the Department of Labor (DOL) from enforcing its new overtime rule. State of Nevada et al. v. U.S. Department of Labor et al., case number 16-cv-00731. The new rule, which was announced in May 2016 and was set to become effective on December 1, 2016, sent employers scrambling to comply with a substantial increase to the minimum salary requirements for the white collar exemptions. In his decision, the judge held that the DOL had exceeded its authority in issuing the rule.…
Continue Reading DOL Overtime Rule Blocked by Federal Court

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Last week, the EEOC issued its final rule regarding pay data to be collected with the annual EEO-1 reports. Covered employers will now need to submit pay data sorted by job group and demographic data in their annual EEO-1 reports. The final rule was implemented with no material changes from the proposed rule first issued earlier this year, despite significant response and feedback from industry and employer groups citing concerns. For more information on the rule, see You Pay Your Employees What??? Employers Might Have to Share Hours and Pay Data in Proposed EEO-1 Form. The new EEO-1 form can be found here.…
Continue Reading EEOC and DOL Active Last Week: EEO-1 Pay Data Rule and Federal Contractor Paid Sick Leave Rule to Take Effect

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On September 25, 2016, Governor Brown signed into law SB 1241, which imposes new restrictions on employers’ use of choice of law, choice of venue, and choice of forum provisions in agreements with California-based employees.…
Continue Reading New California Law Restricts Use of Choice of Law and Other Provisions in Agreements with California-Based Employees

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A new Illinois law soon will render invalid non-compete agreements with most lower-level employees. Governor Rauner has signed into law the Illinois Freedom to Work Act (IFWA), 5 ILCS 140/1, et. seq., which prohibits private employers from entering into non-compete agreements with “low-wage employees,” defined as $13.00 per hour or less. The law is designed to prevent abuses of non-competes against employees who pose no real threat to their employer. The IFWA applies to non-compete agreements entered into on or after January 1, 2017, the effective date of the IFWA.…
Continue Reading New Illinois Law Bans Non-Competes for Low-Wage Workers

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In the midst of a legal, political and cultural landscape expanding the rights of LGBT individuals, the Seventh Circuit U.S. Court of Appeals has held to prior precedent in reaffirming that Title VII does not prohibit sexual orientation discrimination. Kimberly Hively v. Ivy Tech Community College, __ S.Ct. __, No. 15-720 (July 28, 2016).  According to the court, though “the writing is on the wall” that sexual orientation discrimination should not be tolerated, because the writing is not in a Supreme Court opinion or Title VII, the court’s hands are tied.…
Continue Reading Seventh Circuit: Title VII Offers No Protection Against Sexual Orientation Discrimination

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Schiff Hardin partner Tracey R. Wallace will present “LGBTQ: What Every Employer Should Know,” a webinar examining the changing landscape of federal, state, and local laws. She will prepare employers to address complaints of discrimination, issues related to the work environment, and best practices for LGBTQ employees.…
Continue Reading Webinar – LGBTQ: What Every Employer Should Know