When California’s Fair Pay Act took effect on Jan. 1, it represented one of the toughest equal pay laws in the nation. The law, which strengthened the state’s Equal Pay Act, represents the latest legislative change causing issues and concerns for employers throughout the United States.
Considering some alarming recent practices, employers need to understand current U.S. Equal Employment Opportunity Commission (EEOC) actions and trends and what areas may leave them particularly vulnerable to scrutiny.
The U.S. Equal Employment Opportunity Commission (EEOC) has taken an increasingly aggressive posture toward enforcement actions against employers. Employers should be aware of these troubling trends in EEOC behavior and be prepared to properly respond to an EEOC complaint.
This latest guidance from EEOC concerning background checks stems from Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin. But there is absolutely no reference made to criminal history, so how can EEOC threaten action based on Title VII?
For the first time, the U.S. Equal Employment Opportunity Commission (EEOC) has revealed how many discrimination charges and which types of charges have been filed in each state and territory since 2009. Now, companies can access this information for each state where they have sites and offices.