Question: What is the best way to get ethnicity and race information for each employee for the EEO-1 report? Answer: Self-identification is the preferred method for gathering the required information for the EEO-1 report. As an employer, you are required to ask employees to self-identify if they wish; however, employees are not required to self-identify. If … Continued
IRS Releases Publication 15 and W-4 Withholding Guidance for 2018 On January 31, 2018, the federal Internal Revenue Service (IRS) released Publication 15 — Introductory Material, which includes the following: 2018 federal income tax withholding tables. Exempt Form W-4. New information on: Withholding allowance. Withholding on supplemental wages. Backup withholding. Moving expense reimbursement. Social Security … Continued
On August 22, 2017, in AARP v EEOC, a federal court found that regulations allowing employers to offer large incentives under workplace wellness programs were arbitrary. The court did not vacate (nullify) the rules due to concerns about disrupting employers’ existing programs. Instead the court has ordered the responsible agency, the Equal Employment Opportunity Commission … Continued
The Equal Employment Opportunity Commission (EEOC) has issued a final rule, effective July 5, 2016, which increases the maximum penalty per violation of the notice posting requirements from $210 to $525 for each separate offense. The adjusted penalty will apply only to penalties assessed after this effective date. This higher penalty applies to every employer, … Continued
Our May 24, 2016 blog post, “EEOC Finalizes Rules for Employer Wellness Programs,” summarized new regulations issued under the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) for workplace wellness programs. At that time, the Equal Employment Opportunity Commission (EEOC) announced it would develop a sample notice for employers to use … Continued
Employers must make sure they carefully review their policy on background checks.
Employers dished out more than $400 million to settle discrimination cases with the EEOC. Read more…
Federal contractors and subcontractors should ensure that consideration of criminal histories in the hiring process is job-related
A court rejected an EEOC suit brought on behalf of a group of employees who were subjected to alcohol testing by their employer, US Steel
Employers dished out more than $400 million to settle discrimination cases with the EEOC in 2012
