This week, we deal with what might be realized from the Equal Alternative Employment Fee’s (EEOC’s) fiscal yr (FY) 2021 filings as employers proceed to navigate COVID-19 within the months forward.
EEOC: Again in Enforcement Motion
The EEOC elevated its FY 2021 filings by 12 %, signaling to employers that the company is returning to a extra strong enforcement stage after a downturn in exercise final yr amid COVID-19. Attorneys Jim Petrie and Amy Bharj inform us extra about what we are able to be taught from the previous yr’s instances.
New York Limits Private Confidential Settlements of Human Rights Complaints
The New York State Division of Human Rights (NYSDHR) has issued a discover asserting a big change in coverage relating to the NYSDHR’s processes for grievance decision. After October 12, 2021, the NYSDHR will not grant requests for discontinuance of complaints as a result of confidential non-public settlements. Private confidential settlements will not be an choice for complaints filed after October 12. Learn extra.
Anti-Harassment Training for the Virtual and Hybrid Office
Because the previous yr’s EEOC filings point out, it has turn out to be vital that your anti-harassment coaching addresses inappropriate behaviors that may happen in digital areas, corresponding to texting, chats, and social media. Study extra about how our e-learning course, Halting Harassment, has been up to date to incorporate eventualities workers could encounter within the digital and hybrid work atmosphere. Read more.