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That time when Supreme Court nominee Amy Coney Barrett upheld a plaintiff’s $300K discrimination win

The Employer Handbook

Welcome back to “ Amy Coney Barrett Week” at The Employer Handbook. In that case, the employer prevailed because the employee never told his employer that its proposed accommodation would violate his work restrictions. Employer takeaways.

10th Circuit: Fedex Regards Employee as Disabled Based on Inaccurate Aetna Claim

HR Daily Advisor

There are numerous reported cases that address whether an employee suffered discrimination because of a disability, but not many of them are grounded on a “perceived” disability the employee didn’t actually have. ” As part of his duties, James was supposed to regularly enter sales call data into a computer program. However, for 2 months in the summer of 2011, he didn’t enter any data into the program.

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Evaluating Whether You Should Hire Candidates with Past Criminal Histories


percent, SHRM data says that more than 7.8 With nearly 700,000 people being released from jail and prison every year, employers are more open to hiring the formerly incarcerated. SHRM announced in 2019 that employers representing over 60 percent of employees have signed onto an initiative entitled “Getting Back to Work” , committing to changing their recruiting practices to include those applicants with criminal backgrounds. At a time when the unemployment rate is 3.8

How Background Checks Can Land Your Business In Hot Water


While background screenings can provide valuable insight on your applicants, it’s vital that these investigations and subsequent hiring decisions are handled with great care to comply with applicable laws and EEOC guidelines. Here’s a quick rundown of employment screening blunders you’ll want to avoid. Non-compliance of policies with anti-discrimination laws. In 2012, Pepsi Beverages agreed to pay $3.13

No ADA Violation for Ramping Up Productivity Demand for Traffic Camera Job

HR Daily Advisor

Under the Americans with Disabilities Act (ADA), an employee who is a qualified individual with a disability may not be subjected to discrimination or an adverse employment action on the basis of her disability. The ADA, however, does not prohibit an employer from requiring an employee to be able to perform the essential functions of her job with or without a reasonable accommodation. During her employment, the VPH requirement ultimately increased to 110. VPH in 2012.

New California Laws and HR Trends for 2017 and Beyond

HR Daily Advisor

Each year, California employers are faced with the task of keeping up with a whole new round of labor laws and regulations, most of them courtesy of the state legislature. Staying up to date and ensuring compliance with these ever-changing state, local, and federal laws is an ongoing and serious responsibility for employers and HR professionals. Employers Have a New Notice to Distribute. Employers should also keep an eye on pending Ban the Box legislation.