March 2014 Deadline for Federal Contract Compliance Program’s Revised Rules.

20 Monday Jan 2014

Posted by Celia C. Elwell, RP in Affirmative Action, Disabilities, Employment Law, Federal Contract Compliance Program, Veterans

≈ Comments Off on March 2014 Deadline for Federal Contract Compliance Program’s Revised Rules.

Tags

Affirmative Action, Disabilities, federal contractors, Husch Blackwell LLP, Lexology, Mary Elizabeth “Molly” Kurt, Office of Federal Contract Compliance Program, Veterans

2014 Model Documents For New OFCCP Regulations, by Mary Elizabeth “Molly” Kurt, Husch Blackwell LLP, Lexology

http://tinyurl.com/kanzksl

Ms. Kurt has attached forms in Word to her post. -CCE

The Office of Federal Contract Compliance Program’s revised rules for veterans and individuals with disabilities take effect March 24, 2014. In addition to goal-setting/benchmarking and increased attention to good faith efforts, the rules will require federal contractors to deploy a number of new or revised forms. The forms include applicant and new hire invitations to self-identify, mandatory elements of job posting communications with the state job service, and new elements of the EEO job advertisement tagline. Certain of these documents will be required beginning on March 24, 2014, and use of others can be delayed until the first date of your next affirmative action plan year.

2014 Employment Law Predictions.

11 Saturday Jan 2014

Posted by Celia C. Elwell, RP in Affirmative Action, Bullying, Criminal History, Employment Law, Gender Discrimination, Health Care Benefits, Health Reform, Internships, Medical Marijuana, Minimum Wage, Pregnancy Discrimination

≈ Comments Off on 2014 Employment Law Predictions.

Tags

Arbitration Fairness Act, Background Checks, Donna Ballman, Employment Law, Family Act, Health Care, Internships, Legalized Marijuana, Minimum Wage, Pregnancy Discrimination, Screw You Guys I’m Going Home Blog

Donna’s Employment Law Predictions for 2014, by Donna Ballman, Screw You Guys, I’m Going Home Blog

http://tinyurl.com/mqokell

Minimum wage, legalized marijuana, health care, internships, background checks, pregnancy discrimination, and more. -CCE

March 24, 2014 Deadline for U.S. Dept. of Labor’s Final Rules Affecting Veterans and Persons With Disabilities.

10 Tuesday Dec 2013

Posted by Celia C. Elwell, RP in Affirmative Action, Disabilities, Employment Law

≈ Comments Off on March 24, 2014 Deadline for U.S. Dept. of Labor’s Final Rules Affecting Veterans and Persons With Disabilities.

Tags

Affirmative Action, JDSupra Law News, Kimberly Korando, Smith Anderson Blount Dorsett Mitchell & Jernigan, U.S. Department of Labor, Veterans, Vietnam Era Veterans Readjustment Assistance Ac

OFCCP Issues Final Rules on Affirmative Action Obligations for Veterans and Persons with Disabilities, by Kimberly Korando, Smith, Anderson, Blount, Dorsett, Mitchell & Jernigan, L.L.P. , JDSupra Law News

http://tinyurl.com/k97tbpf

The United States Department of Labor, Office of Federal Contract Compliance Programs (“OFCCP”) has issued two final rules that will require significant changes to covered federal contractors’ and subcontractors’ (“contractors”) affirmative action programs for veterans and individuals with disabilities. One of the new rules makes changes to the regulations implementing the Vietnam Era Veterans Readjustment Assistance Act (“VEVRAA”) and the other relates to Section 503 of the Rehabilitation Act of 1973 (“Section 503”).

Contractors will be required to comply with the new rules effective March 24, 2014 with the exception of Subpart C regulations. The effective date for compliance with Subpart C regulations will vary depending on whether the contractor has an affirmative action plan in place on March 24, 2014. Contractors who do have such plans in place on March 24, 2014 will be permitted to delay compliance with Subpart C until the beginning of their first plan year after March 24, 2014.

Are Judges Are Killing the Civil Rights Act of 1964?

27 Wednesday Nov 2013

Posted by Celia C. Elwell, RP in Affirmative Action, Courts, Employment Law, Judges, Race Discrimination, Research, Trial Tips and Techniques

≈ Comments Off on Are Judges Are Killing the Civil Rights Act of 1964?

Tags

1964 Civil Rights Act, Harvard University, Hercules and the umpire Blog, Judge Richard George Kopf, Nancy Gertner, Northern District of Georgia, Summary judgment

When it comes to employment cases, judges are killing the Civil Rights Act of 1964, by the Hon. Richard George Kopf, Hercules and the umpire Blog

http://tinyurl.com/phw85vu

After providing some background about rulings on employment cases, Judge Kopf reveals that:

[M]y summary judgment dismissal rate was higher than the aggregate rate for the Northern District of Georgia. That is, my dismissal rate was four points higher than the rate in the Northern District of Georgia (86% v. 82%). That caused me to write this: “The fact is that the law on summary judgment motions in employment cases favors the granting of summary judgment motions in a high percentage of the cases and, not surprisingly, that is what you see happening in the Northern District of Georgia and with ‘yours truly’ too.”

* * *

[V]ince Powers, my friendly nemesis, advised me about a powerful article that Nancy Gertner has written on this subject. Gertner now teaches law at Harvard, and was for many years one of the most distinguished federal trial judges in the nation. She is also a really great person with a warm and funny sense of humor. Here is Nancy’s article. I urge you to read what she has written. It will make you think hard.

If you have trouble accessing the link to the Nancy Gertner’s article, you can find it here: http://tinyurl.com/olfpxdz. CCE

“Must Read” for HR – Evidence of Hiring Discrimination Using Social Media.

24 Sunday Nov 2013

Posted by Celia C. Elwell, RP in Affirmative Action, EEOC, Employment Law, Gender Discrimination, Race Discrimination

≈ 1 Comment

Tags

Discrimination, Facebook, Jason Shinn, Job Hunt, Michigan Employment Law Advisor, Recruitment, Social media, Wall Street Journal

Everyone knows by now that human resources professionals and employers use social media to screen potential employees. Studies now show that some employers illegally discriminate against applicants based on what they find. CCE

Study Finds Evidence of Unlawful Discrimination in Using Social Media to Recruit Employees, posted by Jason Shinn, Michigan Employment Law Advisor

http://tinyurl.com/k63s24l

A recent article in the Wall Street Journal (reported on 11/21/2013 by Jennifer DeVries) discussed a study showing bias in the hiring process when social media is used to screen job applicants. Because of the potential for unlawful discrimination and losing out on otherwise qualified job applicants, the article and study should be a “must read” for every human resource professional or anyone with hiring responsibilities.