According to the Equal Employment Opportunity Commission (EEOC), employers have a duty to investigate sexual harassment complaints and must take actions to prevent the recurrence of such offensive conduct in their workplace. In addition to these actions, an employer should have a sexual harassment policy in place outlining the company’s intolerance for sexual harassment.
Learn MoreLast Updated on October 15, 2023 In a landmark decision, the U.S. Supreme Court has ruled that employers can only refuse an employee’s request for religious accommodation if it would substantially increase the costs for their business. This unanimous ruling on June 29 in Groff v. DeJoy serves as a significant redefinition of the law, […]
Learn MoreLast Updated on May 6, 2019 Original Component 2 Required Only Calendar Year 2018 On May 2, 2019, the Equal Employment Opportunity Commission (EEOC) announced that qualified employers must now submit calendar year 2017 pay data, as well as 2018 data, for Component 2 of the EEO-1 Survey by the filing date of September 30, […]
Learn MoreLast Updated on April 11, 2019 First EEO-1 Form Due Date Approaching Qualified employers must submit 2018 information for “Component 1” of the EEO-1 Survey by May 31, 2019 on the Equal Employment Opportunity Commission (EEOC) website. This part of the report requests the number of employees a business has by job category, race, gender […]
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