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Best Practices › Equal Employment Opportunity Commission (EEOC) › Corporate Counsel

Bradley Arant Boult Cummings LLP

Managers Who Use ChatGPT to Promote Employees – What Could Go Wrong?

Bradley Arant Boult Cummings LLP on

While artificial intelligence (AI) can be a powerful tool in a manager’s arsenal when it comes to efficiently making decisions, it is essential to use it ethically and fairly. Companies are no longer relying on AI solely to...more

Cooley LLP

10th Circuit Decision Highlights Best Practices for Employers Planning Reductions in Force

Cooley LLP on

In Raymond v. Spirit AeroSystems Holdings, the US Court of Appeals for the 10th Circuit considered and rejected a group of former employees’ allegations that they were selected for termination in a reduction in force (RIF)...more

Holland & Hart LLP

Tenth Circuit Weighs in on Reductions in Force: Takeaways for Employers

Holland & Hart LLP on

The Tenth Circuit affirmed summary judgment in favor of Spirit AeroSystems in a discrimination case related to a 2013 reduction-in-force (RIF). The plaintiffs had alleged that the company targeted older workers in a...more

Seyfarth Shaw LLP

Tenth Circuit Highlights Limits on Employers Defining Essential Functions of a Position

Seyfarth Shaw LLP on

Seyfarth Synopsis: The Tenth Circuit Court of Appeals reversed a summary judgment award on an employee’s failure-to-accommodate claim. The Court’s decision focused on the employer’s improperly narrow delineation of the...more

Foley & Lardner LLP

The EEOC Weighs In: How to Handle COVID-19 in Light of Equal Employment Opportunity Laws

Foley & Lardner LLP on

On March 27, 2020, the EEOC conducted a webinar that answered some of employers’ most frequently asked questions about compliance with public health directives and federal Equal Employment Opportunity Laws during the COVID-19...more

Franczek P.C.

There’s Guidance for That: EEOC Reminds Employers of Pandemic Guidance As Coronavirus Threat Grows

Franczek P.C. on

The U.S. Equal Employment Opportunity Commission (EEOC) released a news alert yesterday addressing the impact of the Americans with Disabilities Act (ADA) and the Rehabilitation Act on employers’ responses to a potential...more

Faegre Drinker Biddle & Reath LLP

Coronavirus: An Employer’s Action Guide (updated)

Faegre Drinker Biddle & Reath LLP on

Daily headlines about the growing coronavirus threat have many employers concerned that they are not doing all they should to protect employees without undue disruption to operations. Here are some answers that may inform...more

Ogletree, Deakins, Nash, Smoak & Stewart,...

California Prohibits Most “No Rehire” Provisions in Settlement Agreements

Ogletree, Deakins, Nash, Smoak & Stewart,... on

Employment litigation settlement agreements often include a mutually negotiated “no-rehire” provision by which the departing employee agrees not to seek employment with the company in the future. A recently enacted California...more

Akerman LLP

Episode 24: EEOC Commissioner Chai Feldblum Part I: Employers' "Superstar Harassment" Problem

Akerman LLP on

Amidst seemingly endless sexual harassment headlines, Matt Steinberg welcomes EEOC Commissioner, Chai Feldblum, to discuss the "Superstar Harasser" epidemic. The discussion will explore what companies can do to prevent and...more

McAfee & Taft

Best practices for employers under the EEOC’s new strategic enforcement plan

McAfee & Taft on

The Equal Employment Opportunity Commission has announced its “Strategic Enforcement Plan” for years 2017 to 2021. The 2017 plan replaces the earlier version, issued in 2012, but is not a radical departure from the previous...more

Seyfarth Shaw LLP

Is a Request for Religious Accommodation “Protected Activity” for a Title VII Retaliation Claim?

Seyfarth Shaw LLP on

Seyfarth Synopsis: In a recent federal case the employer has challenged the EEOC Enforcement Guidance on Retaliation taking the position that a religious accommodation request does not meet the test for protected activity...more

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