Employment

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EEOC - Final EEO-1 Form, beginning 2007, Section D (Sample Form) resource Forms Member contributionOCEG Reviewed
On November 16, 2005, the Commission met and approved a revised EEO-1 report. Following a 30-day period for public comment, the Office of Management and Budget (OMB) approved the revised EEO-1. Employers must begin to use the revised survey for the reporting period beginning September 30, 2007.
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EEOC - Instruction Booklet for the EEO-1 Survey Report beginning in 2007 resource Forms Member contributionOCEG Reviewed
The Employer Information EEO-1 survey is conducted annually under the authority of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e, et. seq., as amended. All employers with 15 or more employees are covered by Title VII and are required to keep employment records as specified by Commission regulations.
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EEOC, Final Rule - Coordination of Retiree Health Benefits with Medicare and State Health Benefits (2007) resource Articles OCEG Reviewed
Submitted by OCEG Staff on Feb, 14 2008
On December 26, 2007, the EEOC published its final rule permitting an exemption from the ADEA for employers who offer retiree health care benefits that coordinate with Medicare. The final rule confirms the ability of employers to continue the practice of offering retirees eligible for Medicare benefits that differ from those offered to retirees who are under the age of 65. The exemption is effective immediately and applies to all current or newly created retiree benefits plans.
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EEOC, Final Rule, Coverage Under the Age Discrimination in Employment Act (July 6, 2007) resource National Regulations Member contributionOCEG Reviewed
The Equal Employment Opportunity Commission (‘‘EEOC’’ or ‘‘Commission’’) is publishing this final rule to amend its Age Discrimination in Employment Act (the ‘‘Act’’ or ‘‘ADEA’’) regulations to conform them to the Supreme Court’s holding in General Dynamics Land System, Inc. v. Cline, 540 U.S. 581 (2004), that the ADEA only prohibits discrimination based on relatively older age, not discrimination based on age generally.
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EEOC, Regulations Under the Genetic Information Nondiscrimination Act of 2008 (Final Rule, 2010) resource National Regulations OCEG Reviewed

Summary: The Equal Employment Opportunity Commission (“EEOC” or “Commission”) is issuing a final rule to implement Title II of the Genetic Information Nondiscrimination Act of 2008 (“GINA”). Congress enacted Title II of GINA to protect job applicants, current and former employees, labor union members, and apprentices and trainees from discrimination based on their genetic information.

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EEOC, The Americans with Disabilities Act: A Primer for Small Business resource Agency Guidances Member contributionOCEG Reviewed
While the Americans with Disabilities Act (ADA) applies to all businesses with 15 or more employees, this handbook is intended primarily for businesses with 15 to 100 employees and smaller businesses expecting to expand to have at least 15 employees in the near future. It will provide you with an easy-to-read, overview of the basic employment provisions of the ADA as they relate to employees and job applicants.
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Employer Liability for an Employee's Bad Acts (2010) resource Articles Member contributionOCEG Reviewed

Job-Related Accidents or Misconduct - Under a legal doctrine sometimes referred to by the fancy title "respondeat superior," an employer is legally responsible for the actions of its employees. However, this rule only applies if the employee is acting within the course and scope of employment.

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Employers face increasing pressure to verify worker identity (2008) resource Articles OCEG Reviewed
The Department of Homeland Security (DHS) is expected to re-issue rules requiring employers to check on employees' identities if they receive letters from DHS notifying them that a worker's Social Security numbers does not match the government's database. The rules, initially issued last August, were challenged in court, and have been modified to allow employers more time to resolve problems. And last week the federal government increased fines on businesses that knowingly hire illegal immigrants to $374 to $16,000 per violation up from a range of $275 to $11,000.
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Employment and Disability Institute (EDI), Cornell University resource Organizations & Associations OCEG Reviewed
EDI conducts research, provides training and technical assistance, and produces scholarly publications under the sponsorship of federal, state, and private funding. EDI faculty and staff help clarify major issues related to disability as part of the overall management of diversity within organizations.
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Equality Act 2010 - Key Updates for Employers (September 2010) resource Articles OCEG Reviewed

Introduction: The Equality Act 2010, a new legislative framework to protect the rights of individuals, is the single biggest piece of discrimination legislation created in the country.  With the purpose of drawing together the complicated and numerous strands which form the basis of anti-discrimination law in the UK, the bulk of the Equality Act's provisions come into force on 1st October

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