SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS

Size: px
Start display at page:

Download "SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS"

Transcription

1 SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS I. PROTECTED CATEGORIES Protected Classes 42 USC 2000e-2(a)-(c) Prohibits discrimination based on race, color, religion, sex or national origin. NY EXEC 296 Prohibits discrimination based on age, race, creed/religion, color, national origin, sex, sex orientation, disability, marital status, military status, genetic predisposition, domestic workers, and domestic violence victims. 29 USC 623 Prohibits discrimination based on age. 42 USC Prohibits discrimination based on disability. 42 USC 2000ff-1 Prohibits employers from requesting and discriminating on the basis of genetic information. NYC Code Prohibits discrimination based on age, race, disability, creed, color, national origin, gender, alienage or citizenship status, disability, sexual orientation, marital status, partnership status, domestic violence victims, and victims of sex offenses.

2 Criminal Conviction or Arrest Record Disability Discrimination Protection NY EXEC 296(15), (16) Prohibits discrimination against individuals based on a criminal conviction or an arrest record, or a youthful offender adjudication, or a conviction that is sealed, except if the arrest or criminal accusation is then pending or where there is a direct relationship between the offense and job sought. No specific provision, but courts have considered whether discriminating against individuals based on their conviction or arrest record has a disparate impact on minorities. 42 U.S.C (2) Disability defined as a physical or mental impairment that substantially limits one or more of the major life activities of such individual, a record of such impairment, or being regarded as having such an impairment. 292(21) Disability defined as (a) physical, mental or medical impairment resulting from anatomical, physiological or neurological condition which prevents the exercise of a normal bodily function or is demonstrable by medically accepted clinical or diagnostic techniques; (b) a record of such impairment; or (c) a condition regarded by others as such an impairment. Limited to those who can perform in a reasonable manner the activities involved in the job or occupation sought or held. NYC Code 8-107(10), (11) Prohibits discrimination against individuals based on a criminal conviction and arrest record except if the arrest or criminal accusation is then pending or there is a direct relationship between the offense and job sought (16) Disability defined as any physical, medical, mental or psychological impairment, or a history or record of such impairment. Reasonable Accommodation Duty Employer must provide accommodations which will not cause undue hardship in the conduct of the employer s business. 292(21) Employer is required to provide an accommodation if it is reasonable under the circumstances and does not cause an undue hardship (18) Employer must provide reasonable accommodation unless it causes undue hardship in the conduct of the employer s business. 2

3 Opposition and Retaliation 296(7) Prohibits retaliation or discrimination against any person opposing any practices forbidden under the State Law or because the person has filed a complaint, testified or assisted in any proceeding under the State Law. 42 U.S.C. 2000e-3(a) Prohibits discrimination based on an individual s opposition to an unlawful employment practice, or because the individual made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing involving an unlawful employment practice (7), (19) Prohibits discrimination and retaliation against a person for: opposing any prohibited practice; filing a complaint, testifying or assisting in any proceeding under the City Law; commencing a civil action based on an unlawful act; or assisting with an investigation. It is unlawful for any person to attempt or to coerce, intimidate, threaten or interfere with any person for exercising rights granted or protected pursuant to the City Law. 3

4 Religion/ Creed Protection 296(10)(a) Prohibits employer, employee, or agent from imposing as a condition of obtaining or retaining employment any terms or conditions that would require a person to violate or forego a sincerely held practice of his or her religion. Protects employees who observe the Sabbath or holy days in accordance with requirements of their religion. 2000e-(j) Protects all aspects of religious observance and practice, as well as belief. Protected practices include unconventional, nontraditional beliefs if they are sincerely held (3)(a) Prohibits employer, employee, or agent from requiring, as a condition of obtaining or retaining employment, a person to violate or forego practicing his/her creed or religion, including the observance of holy day or religious custom. Accommodation/ Undue Hardship 2000e-(j) Employer must accommodate an employee s sincere religious belief unless it is an undue hardship. 29 C.F.R (p) Generally, undue hardship means, with respect to the provision of an accommodation, significant difficulty or expense incurred by a covered entity 296(10)(b)(d) Requires good faith effort to accommodate observance of Sabbath or holy days unless it will cause an employer undue hardship. Undue hardship is defined as an accommodation requiring significant expense or difficulty (including a significant interference with the safe or efficient operation of the workplace or a violation of a bona fide seniority system). Burden of proof on employer to show undue hardship (3)(b) Requires accommodation of person s religious needs where it does not cause undue hardship in the conduct of the employer s business. Must accommodate observance of Sabbath and holy days as well as reasonable travel time. Burden of proof on employer to show undue hardship. 4

5 II. ADMINISTRATIVE AGENCY PROCEDURES Initiation of Administrative Action 297(1) Any aggrieved person, the Attorney General, or the State Division may file a verified complaint. 42 USCA 2000e-5 (b) An aggrieved party or the EEOC may file a charge alleging an unlawful employment practice (a), (c) An aggrieved individual, an employee, or the City Commission may initiate a complaint. Statute of Limitations 2000e-5 (f) In New York a charge must be filed within the earlier of 300 days after the state or local proceedings terminate. 297(5) 1 year for administrative filing (e) 1 year for administrative filing. Limits on Jurisdiction/ Election of Remedies 2000e-5(c), (d) The EEOC will wait 60 days if a state or local proceeding is commenced unless the proceeding earlier terminates, or the state or local agency waives its right to process the charge. 29 USC 626(d) No civil action may be filed under the ADEA until 60 days after a charge of unlawful discrimination has been filed with the EEOC. 297(9), 300 The State Division will not proceed if complainant has previously initiated a court action or has an action pending before it or a local human rights agency. A final determination of a complaint before the State Division shall exclude any other action, civil or criminal, based on the same grievance of the individual concerned (f) The City Commission will not process a complaint when (1) complainant has previously initiated a civil action alleging the same discriminatory practices; (2) complainant has a complaint pending with any other administrative agency alleging the same unlawful practice; or (3) the State Division has issued a final determination on complaint alleging the same unlawful practice. 5

6 Answer No answer is required. However, under 29 CFR , a respondent is expected to respond to the statements contained in the charge. No formal answer to an administrative charge is required A verified answer must be filed within 30 days after a copy of the complaint is served on respondent. Withdrawal of Complaint or Charge 29 CFR A charge may be withdrawn at any time, although withdrawal is contingent on the EEOC s consent (a) - Complaint may be withdrawn at any time before the service of a notice of hearing on the party. After such service a proceeding may be discontinued by the complainant on notice to the res`pondent and with the consent of the Commissioner A complainant may withdraw the complaint: (1) at any time before it has been referred to an administrative law judge; and (2) at the discretion of the Commission after the complaint is referred to an administrative judge. Dismissal for Administrative Convenience A charge may be dismissed where: the charge is not timely filed or otherwise fails to state a claim on its face; claimant fails to provide necessary information or fails to cooperate with the investigation; claimant cannot be located; or claimant refuses to accept a reasonable settlement offer. 297(9) The Division may dismiss a complaint for, among other reasons, where the complainant s objections to a proposed conciliation agreement are without substance or processing the complaint will not advance the State s human rights goals, up until the commencement of the administrative hearing The City Commission has discretion to dismiss a complaint for administrative convenience at any time prior to the taking of testimony at a hearing If complaint is dismissed for administrative convenience, complainant may still file private civil action pursuant to City Law. 6

7 Probable or Reasonable Cause Standards 42 USCA 2000e-5(b) Reasonable cause exists where the EEOC has determined that it is more likely than not that an unlawful employment practice transpired. (29 CFR ) 9 NYCRR 465.5(d) - Is there probable cause to believe that the person named in the complaint... has engaged or is engaging in an unlawful discriminatory practice? does probable cause exist to believe that the covered entity has engaged or is engaging in an unlawful discriminatory practice? Administrative Hearing 2000e-9 No administrative hearings are provided (except for federal employees). NY EXEC 297(4)(a) Provides for a hearing before an administrative law judge after probable cause is found. Discovery at discretion of ALJ Provides for a hearing before an administrative law judge after probable cause is found. Limited discovery permitted. Final Determination Either reasonable cause or no reasonable cause is found. Where no reasonable cause is found, notice of right to sue will be sent indicating that the complainant has 90 days to bring a civil action. (29 CFR (a)). If reasonable cause is found, conciliation procedures are employed. (29 CFR (a)). 297(4)(c) Following a finding of probable cause and a hearing on the merits, the administrative law judge submits a recommended order to the Commissioner who, upon review of the evidence submitted at the hearing, then issues a final order Following a finding of probable cause and a hearing on the merits, the administrative law judge submits a recommended decision and order to the Commission, which then issues a final decision and order. 7

8 Judicial Review No judicial review of an EEOC determination is available. The aggrieved party has the right to commence a civil action within 90 days from receipt of the determination. (29 CFR (a); 29 CFR (b),(e)) 298 Review must be sought within 60 days. The Commissioner s decision will be affirmed if its findings of fact are supported by sufficient evidence on the record as a whole (h) Judicial review must be sought within 30 days. The Commission s decision will be affirmed if its findings of fact are supported by substantial evidence on the record as a whole. III. PRIVATE CIVIL ACTIONS Initiation of Action NY EXEC 297(a) A court action may be filed unless the complaint was resolved administratively. 29 CFR (e) A private litigant may file a proceeding in court within 90 days following receipt of a right to sue letter from the EEOC. NY CODE A private civil action may be filed. Plaintiff must serve a copy of the complaint on the City Commission and Corporation Counsel. 29 U.S.C.A. 626 (d), (e) A private litigant may commence, under the ADEA, a court action 60 days after the filing of a charge, or within 90 days after receiving a notice of the EEOC s dismissal of a charge. 8

9 Statute of Limitations 29 CFR (e) A private litigant may file a proceeding in court within 90 days following receipt of a right to sue letter from the EEOC. 29 U.S.C.A. 626 (d), (e) A private litigant may commence, under the ADEA, a court action 60 days after the filing of a charge, or within 90 days after receiving a notice of the EEOC s dismissal of a charge. 297(9) Three years as provided in Civil Practice Law and Rules 214(2) (d) 3 years; however, the statute of limitations is tolled while a complaint is pending before the Commission unless it is dismissed for administrative convenience due to the complainant s malfeasance, misfeasance, or recalcitrance. 9

10 IV. REMEDIES UNDER FEDERAL, NYS & NYC LAWS Back Pay Front Pay TITLE VII (Civil Rights Act of 1964) ADEA (Age Discrimination in Employment Act) ADA (Americans with Disabilities Act) State Human Rights Law Administrative Hearing Court Action City Human Rights Law Administrative Hearing Court Action Emotional Distress Punitive Damages Liquidated (Double) Damages Attorneys Fees Up to Up to $300,000 1 $300,000 1 Up to Up to $300,000 1 $300, Compensatory and punitive damages under Title VII and the ADA are only available for intentional discrimination (not disparate impact). Damages are available up to a maximum of $300,000 per violation, depending upon the number of individuals employed by the employer. 10

No Fear Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002

No Fear Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002 No Fear Act: Notification and Federal Employee Anti-Discrimination and Retaliation Act of 2002 Training Module Prepared by: Naval Office of EEO Complaints Management & Adjudication Agenda Overview of No

More information

EMPLOYMENT LAW SUMMARY

EMPLOYMENT LAW SUMMARY EMPLOYMENT LAW SUMMARY Federal and State Laws Christina M. Rogers-Spang crogers-spang@rawle.com 856.797.8926 Pennsylvania, New Jersey and New York www.rawle.com PHILADELPHIA HARRISBURG PITTSBURGH NEW YORK

More information

Wendy Musell Stewart & Musell, LLP

Wendy Musell Stewart & Musell, LLP Wendy Musell Stewart & Musell, LLP In 2011, the federal government is the Nation's largest employer with about 2.0 million civilian employees. 600,000 employees approximately in the US Postal Service Laws

More information

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014

Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 Title Equal Employment Opportunity (EEO) Complaint & Investigation Guideline Number 200-002b-AOG Responsible Office Human Resources Date Revised 01/30/2014 1. Purpose The SCA is committed to providing

More information

The Federal EEO Process

The Federal EEO Process The Federal EEO Process LULAC National Convention and Exposition Cincinnati, Ohio June 27- July 2, 2011 Overview of EEO Laws Identifying Discrimination 1 Laws Enforced by the EEOC Title VII of the Civil

More information

GUIDANCE REGARDING EEO PROCEDURES (1/25/2000)

GUIDANCE REGARDING EEO PROCEDURES (1/25/2000) GUIDANCE REGARDING EEO PROCEDURES (1/25/2000) This provides overall guidance to Foreign Service employees on the procedural requirements for filing a complaint or grievance under the Equal Employment Opportunity

More information

Policy Directive 830-1 September 22, 2008. Equal Employment Opportunity (EEO) Policy and Procedures

Policy Directive 830-1 September 22, 2008. Equal Employment Opportunity (EEO) Policy and Procedures Policy Directive 830-1 September 22, 2008 Equal Employment Opportunity (EEO) Policy and Procedures Purpose: The OIG is fully committed to EEO without regard to race, color, religion, sex, national origin,

More information

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EEOC S LAWS and UNLAWFUL DISCRIMINATION Presented by Eddie Mary Daniel Abdulhaqq Program Analyst/Small Business Liaison U.S. EQUAL EMPLOYMENT OPPORTUNITY

More information

THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT

THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT By: Benjamin D. Briggs Anna C. Curry TROUTMAN SANDERS LLP 600 Peachtree Street NE Bank of America Plaza, Suite 5200 Atlanta, Georgia

More information

BERKELEY COLLEGE Equal Opportunity Policy

BERKELEY COLLEGE Equal Opportunity Policy BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,

More information

Moreover, sexual harassment is a violation of federal, state and county fair employment laws.

Moreover, sexual harassment is a violation of federal, state and county fair employment laws. Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

More information

HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING

HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING PURPOSE AND APPLICATION HARASSMENT, ANTI DISCRIMINATION, EQUAL OPPORTUNITY, NON RETALIATION, WHISTLEBLOWER, AND COMPLAINT AND REPORTING The following policies are designed to acquaint you with the equal

More information

EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY. Number of Employees 15 or more employees

EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY. Number of Employees 15 or more employees EMPLOYMENT LAWS THAT MAY APPLY TO YOUR CITY FEDERAL EMPLOYMENT LAWS Statute Title VII of the Civil Rights Act of 1964 Title VII (42 U.S.C. 2000e-2; 2000e-3 ) Title I of the Americans With Disabilities

More information

WHAT YOU NEED TO KNOW ABOUT. EEO Publication 133 October 2012

WHAT YOU NEED TO KNOW ABOUT. EEO Publication 133 October 2012 WHAT YOU NEED TO KNOW ABOUT EEO Publication 133 October 2012 WHAT YOU NEED TO KNOW ABOUT EEO Publication 133 October 2012 Contents Introduction 3 EEO Laws 4 Administrative Process for Complaints of Illegal

More information

THE LAW. Equal Employment Opportunity is

THE LAW. Equal Employment Opportunity is Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

Charge / Complaint Processing At the EEOC and the DFEH

Charge / Complaint Processing At the EEOC and the DFEH Charge / Complaint Processing At the EEOC and the DFEH Since you believe you have been discriminated or retaliated against on the basis of a protected characteristic, you should become aware of the following

More information

Anti-discrimination Laws: North Carolina

Anti-discrimination Laws: North Carolina View the online version at http://us.practicallaw.com/w-000-2332 Anti-discrimination Laws: North Carolina J. TRAVIS HOCKADAY, SMITH, ANDERSON, BLOUNT, DORSETT, MITCHELL & JERNIGAN, LLP, WITH PRACTICAL

More information

HOW TO FILE A DISCRIMINATION COMPLAINT

HOW TO FILE A DISCRIMINATION COMPLAINT HOW TO FILE A DISCRIMINATION COMPLAINT December, 2010 INTRODUCTION This booklet has been produced by SEIU Local 1000 to assist stewards in the investigation and filing procedures of discrimination complaints.

More information

UNITED STATES DEPARTMENT OF AGRICULTURE AGRICULTURAL MARKETING SERVICE DIRECTIVE 4300.5 4/6/04 EQUAL EMPLOYMENT OPPORTUNITY PROGRAM

UNITED STATES DEPARTMENT OF AGRICULTURE AGRICULTURAL MARKETING SERVICE DIRECTIVE 4300.5 4/6/04 EQUAL EMPLOYMENT OPPORTUNITY PROGRAM UNITED STATES DEPARTMENT OF AGRICULTURE AGRICULTURAL MARKETING SERVICE DIRECTIVE 4300.5 EQUAL EMPLOYMENT OPPORTUNITY PROGRAM I. PURPOSE This Directive establishes policy, procedures and responsibilities

More information

EMPLOYMENT LAW HANDBOOK FOR NON LAWYERS

EMPLOYMENT LAW HANDBOOK FOR NON LAWYERS EMPLOYMENT LAW HANDBOOK FOR NON LAWYERS COMMITTEE ON LABOR AND EMPLOYMENT LAW AUGUST, 2006 THE ASSOCIATION OF THE BAR OF THE CITY OF NEW YORK 42 WEST 44 TH STREET, NEW YORK, NY 10036 EMPLOYMENT LAW HANDBOOK

More information

Equal Employment Opportunity

Equal Employment Opportunity Equal Employment Opportunity Our Policy: Comcast s policy is to provide equal employment opportunities to all applicants and employees without regard to race, color, religion, creed, gender, gender identity

More information

Legal Issues Overview

Legal Issues Overview Legal Issues Overview When in the least bit of doubt, consult with an attorney who specializes in employment law! You and your organization can be sued for your actions as an HR manager! Protected Class:

More information

BRENTWOOD PLACE APARTMENTS 32 BRENTWOOD PLACE FORSYTH, GA 31029 TENANT SELECTION PLAN MANAGED BY:

BRENTWOOD PLACE APARTMENTS 32 BRENTWOOD PLACE FORSYTH, GA 31029 TENANT SELECTION PLAN MANAGED BY: BRENTWOOD PLACE APARTMENTS 32 BRENTWOOD PLACE FORSYTH, GA 31029 TENANT SELECTION PLAN MANAGED BY: TOWER MANAGEMENT COMPANY, INC. P.O. BOX 509 CASSVILLE, GA 30123 770-386-2921 Effective: April 1, 2016 A

More information

STATE OF MARYLAND JUDICIARY Policy on Equal Employment Opportunity and Harassment

STATE OF MARYLAND JUDICIARY Policy on Equal Employment Opportunity and Harassment Effective date of issue: September 2011 Page 1 of 10 STATE OF MARYLAND JUDICIARY I. PURPOSE The purpose of this policy is to ensure compliance with all applicable federal, state, and local laws and regulations

More information

CHAPTER ONE EEOC COMPLAINT PROCESS OVERVIEW

CHAPTER ONE EEOC COMPLAINT PROCESS OVERVIEW CHAPTER ONE EEOC COMPLAINT PROCESS OVERVIEW I. INTRODUCTION Federal employees with complaints of discrimination are entitled to have those complaints heard by the Equal Employment Opportunity Commission.

More information

CHAPTER 14-02.4 HUMAN RIGHTS

CHAPTER 14-02.4 HUMAN RIGHTS CHAPTER 14-02.4 HUMAN RIGHTS 14-02.4-01. State policy against discrimination. It is the policy of this state to prohibit discrimination on the basis of race, color, religion, sex, national origin, age,

More information

OSOS BUSINESS RULES AND DEFINITIONS REFERENCE GUIDE

OSOS BUSINESS RULES AND DEFINITIONS REFERENCE GUIDE POLICIES RELATED TO JOB ORDERS Federal minimum wage - The Federal minimum wage is $7.25 per hour with health insurance benefits provided by employer and received by employee; minimum wage is $8.25 per

More information

WISCONSIN EMPLOYMENT LAW

WISCONSIN EMPLOYMENT LAW WISCONSIN EMPLOYMENT LAW An Employer's Guide to Legal Proceedings SKINNER AND ASSOCIATES LAW OFFICES Welcome Thank you for considering Skinner and Associates to represent your interests. Your satisfaction

More information

EEOC-Denver Field Office

EEOC-Denver Field Office EEOC-Denver Field Office Laws EEOC enforces Title VII of the Civil Rights Act of 1964 (Title VII) 15 employees or more Equal Pay Act of 1963 (EPA) At least one other employee of the opposite sex Age Discrimination

More information

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

Equal Employment Opportunity Commission, Plaintiff, v. Windmill Inns of America, d/b/a Windmill Inn of Ashland, Defendant.

Equal Employment Opportunity Commission, Plaintiff, v. Windmill Inns of America, d/b/a Windmill Inn of Ashland, Defendant. Cornell University ILR School DigitalCommons@ILR ADAAA Case Repository Labor and Employment Law Program 11-30-2001 Equal Employment Opportunity Commission, Plaintiff, v. Windmill Inns of America, d/b/a

More information

Discrimination. Chapter. In This Chapter

Discrimination. Chapter. In This Chapter Age Discrimination Chapter Age discrimination may be difficult to detect unless you know your rights. This chapter will familiarize you with Oregon and federal laws employers and others must follow to

More information

FARMINGTON PUBLIC SCHOOLS 4118

FARMINGTON PUBLIC SCHOOLS 4118 FARMINGTON PUBLIC SCHOOLS 4118 Personnel Non-Discrimination (Personnel) The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,

More information

Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training

Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training INSTALLATION MANAGEMENT COMMAND Updated Dec 09 Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training Our Mission: Our mission is to provide the Army the installation

More information

EMPLOYMENT PRACTICES LIABILITY ENDORSEMENT

EMPLOYMENT PRACTICES LIABILITY ENDORSEMENT ENDORSEMENT NO: This endorsement, effective 12:01 am, policy number forms part of issued to: by: THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY. EMPLOYMENT PRACTICES LIABILITY ENDORSEMENT

More information

Nondiscrimination/Equal Opportunity Employment and Affirmative Action

Nondiscrimination/Equal Opportunity Employment and Affirmative Action Policies of the University of North Texas Health Science Center 05.201 Nondiscrimination/Equal Opportunity Employment and Affirmative Action Chapter 05 Human Resources Policy Statement 1. Nondiscrimination:

More information

Revised 18 January 2013. The University of Texas at Austin University Compliance Services

Revised 18 January 2013. The University of Texas at Austin University Compliance Services The University of Texas at Austin University Hello and welcome. This portion of the Compliance Program will introduce you to the topic of Employment Discrimination, and the University's policies and procedures

More information

U.S. Equal Employment Opportunity Commission. Elaine McArthur Outreach and Training Manager

U.S. Equal Employment Opportunity Commission. Elaine McArthur Outreach and Training Manager U.S. Equal Employment Opportunity Commission Elaine McArthur Outreach and Training Manager November 14, 2013 U.S. Equal Employment Opportunity Commission www.eeoc.gov The EEOC is the key civil rights agency

More information

Administrative Bulletin

Administrative Bulletin STATE OF CALIFORNIA DEPARTMENT OF JUSTICE DATE: 1/27/2015 NO. 15-03 EXPIRES: Indefinite DISTRIBUTION: A - MANAGEMENT Administrative Bulletin x B - MGMT& SUPERVISORY C - ALL EMPLOYEES SUBJECT Equal Employment

More information

Anti-discrimination Laws: Utah

Anti-discrimination Laws: Utah CHRISTINA M. JEPSON, PARSONS, BEHLE & LATIMER, WITH PRACTICAL LAW LABOR & EMPLOYMENT A Q&A guide to state anti-discrimination law for private employers in Utah. This Q&A addresses Utah laws prohibiting

More information

EQUAL EMPLOYMENT OPPORTUNITY

EQUAL EMPLOYMENT OPPORTUNITY 2014 EQUAL EMPLOYMENT OPPORTUNITY P O L I C Y STANDARDS AND PROCEDURES TO BE UTILIZED BY CITY AGENCIES CITY OF NEW YORK BILL DE BLASIO Mayor LISETTE CAMILO Commissioner Department of Citywide Administrative

More information

The Coca-Cola Company

The Coca-Cola Company The Coca-Cola Company EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION POLICY STATEMENT 1.0 Policy Statement and Purpose The Coca-Cola Company is an Equal Opportunity Employer and maintains a work environment

More information

SETTLEMENT AGREEMENT

SETTLEMENT AGREEMENT SETTLEMENT AGREEMENT 1. In exchange for the commitment between the(agency Name), hereinafter referred to as the Agency, and(complainant name), hereinafter referred to as the Complainant, collectively referred

More information

EQUAL EMPLOYMENT OPPORTUNITY POLICY

EQUAL EMPLOYMENT OPPORTUNITY POLICY Section 1, Page 1 Contents: Policy Coverage Veterans Office of State Human Resources Responsibilities Agency, Department and University Responsibilities Complaint Process Definitions Policy The State of

More information

STATE OF DELAWARE Office of Management and Budget, Human Resource Management

STATE OF DELAWARE Office of Management and Budget, Human Resource Management STATE OF DELAWARE Office of Management and Budget, Human Resource Management Guidelines on Equal Employment Opportunity (EEO) and Affirmative Action (AA) Introduction These guidelines are written to help

More information

TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ

TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ TIPS FOR RESPONDING TO EEOC COMPLAINTS PRESENTED BY: RICHARD D. ALANIZ ERA OF ACTIVE ENFORCEMENT Over the last several years, government agencies that regulate the workplace have been in a mode of aggressive

More information

EMPLOYMENT DISCRIMINATION Get The Facts

EMPLOYMENT DISCRIMINATION Get The Facts Tom Horne Arizona Attorney General Always remain alert and prepared to protect you and your family Arizona Attorney General s Office 1275 West Washington Street Phoenix, Arizona 85007 602.542.5025 400

More information

1. How many children do you have? This question is inappropriate for two reasons.

1. How many children do you have? This question is inappropriate for two reasons. Interview Questions: Legal or Illegal? Can you ask if an employee has been arrested? If they have a high school diploma? What organizations they belong to? Employment application forms and pre-employment

More information

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask Introduction Pre-employment inquiries: You can respect human rights in hiring What you can do What you can ask Guidelines for employers on pre-employment inquiries and The Human Rights Code (Manitoba)

More information

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally

More information

UNITED STATES DISTRICT COURT DISTRICT OF HAWAII. Case No.: CV-06-00~CK-LEK

UNITED STATES DISTRICT COURT DISTRICT OF HAWAII. Case No.: CV-06-00~CK-LEK MARY A. WILKOWSKI 4622 304C Iolani Avenue Honolulu, Hawai 96813 Telephone: (808) 536-5444 FacsImile: (808) 591-2990 E-Mail: maw808@aol.com Attorney for Plaintiff-Intervenor DORIS F ALETOI UNITED STATES

More information

PROTECTION & ADVOCACY INFORMATION PACKET EMPLOYMENT DISCRIMINATION & YOUR RIGHTS AS AN EMPLOYEE WITH A DISABILITY

PROTECTION & ADVOCACY INFORMATION PACKET EMPLOYMENT DISCRIMINATION & YOUR RIGHTS AS AN EMPLOYEE WITH A DISABILITY 3710 LANDMARK DRIVE, SUITE 208, COLUMBIA, SC 29204 803-782-0639; FAX 803-790-1946 1-866-275-7273 (VOICE& Language Line) 1-866-232-4525 (TDD) WEBSITE: WWW.PANDASC.ORG PROTECTION & ADVOCACY INFORMATION PACKET

More information

WELCOME. EEO Laws That Impact Small Businesses. Michelle Crew. By Michelle Crew, Settlement Officer U.S. Equal Employment Opportunity Commission

WELCOME. EEO Laws That Impact Small Businesses. Michelle Crew. By Michelle Crew, Settlement Officer U.S. Equal Employment Opportunity Commission WELCOME To the Advanced CBA ReadyTalk Webinar Training Equal Employment Opportunity Commission January 9, 2007 11:00 a.m. 12:00 p.m. Eastern Standard Time Please: Check Browser for plug-ins Un-plug PDAs

More information

How New York City Employers Can Avoid Trouble under Mayor de Blasio s New Employment Laws

How New York City Employers Can Avoid Trouble under Mayor de Blasio s New Employment Laws How New York City Employers Can Avoid Trouble under Mayor de Blasio s New Employment Laws VENABLE LLP May 14, 2014 8:30 a.m. 10:00 a.m. SPEAKERS Nicholas M. Reiter, Esq. Raquel O. Alvarenga, Esq. Natalie

More information

EMPLOYMENT DISCRIMINATION Get The Facts

EMPLOYMENT DISCRIMINATION Get The Facts Tom Horne Arizona Attorney General Always remain alert and prepared to protect you and your family Arizona Attorney General s Office 1275 West Washington Street Phoenix, Arizona 85007 602.542.5025 400

More information

Sam Houston State University A Member of The Texas State University System

Sam Houston State University A Member of The Texas State University System Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational

More information

EMPLOYMENT LAW: RECENT DEVELOPMENTS IN NEW YORK STATE AND CITY HUMAN RIGHTS LAWS

EMPLOYMENT LAW: RECENT DEVELOPMENTS IN NEW YORK STATE AND CITY HUMAN RIGHTS LAWS EMPLOYMENT LAW: RECENT DEVELOPMENTS IN NEW YORK STATE AND CITY HUMAN RIGHTS LAWS Elissa Devins, Esq. Liliana Zaragoza, Esq. General Legal Services Unit New York Legal Assistance Group (NYLAG) July 30,

More information

Employment Practices Liability Coverage Part

Employment Practices Liability Coverage Part Employment Practices Liability Coverage Part In consideration of the payment of the premium and subject to all terms, conditions and limitations of this Coverage Part and the General Terms and Conditions

More information

1. Provide advice and opinions regarding workers compensation issues, as needed;

1. Provide advice and opinions regarding workers compensation issues, as needed; Town of West New York Requests Proposals ( RFP ) From Law Firms Interested in Serving as Workers Compensation Counsel for the Town of West New York For the Period January 1, 2016 through December 31, 2016

More information

4118.11 4218.11. Personnel - Certified/Non-Certified NON-DISCRIMINATION

4118.11 4218.11. Personnel - Certified/Non-Certified NON-DISCRIMINATION 4118.11 4218.11 Personnel - Certified/Non-Certified NON-DISCRIMINATION The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

What Supervisors Need to Know about Discrimination Reference Guide. Office of Human Resources Consulting Services 433 Archer House 292-2800

What Supervisors Need to Know about Discrimination Reference Guide. Office of Human Resources Consulting Services 433 Archer House 292-2800 What Supervisors Need to Know about Discrimination Reference Guide Office of Human Resources Consulting Services 433 Archer House 292-2800 Workshop Objectives Workshop participants will be able to: Define

More information

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs 3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination

More information

HARASSMENT, INTIMIDATION AND INSTITUTIONAL VANDALISM - Policy No. C006

HARASSMENT, INTIMIDATION AND INSTITUTIONAL VANDALISM - Policy No. C006 EDINBORO UNIVERSITY OF PENNSYLVANIA HARASSMENT, INTIMIDATION AND INSTITUTIONAL VANDALISM - Policy No. C006 Supersedes Policy C006, Dated 10/10/89, 1/10/90, 7/25/94, 2/1/04, 5/1/04, 4/3/08, 1/18/10 & 1/25/11

More information

FEDERAL LAW AND EMPLOYMENT POLICIES. UWGB Office of Human Resources

FEDERAL LAW AND EMPLOYMENT POLICIES. UWGB Office of Human Resources FEDERAL LAW AND EMPLOYMENT POLICIES UWGB Office of Human Resources Presentation Topics Affirmative Action Equal Employment Opportunity Americans with Disabilities Act Sexual Harassment Diversity Affirmative

More information

A New Headache For Employers: Whistleblower Claims Under the Affordable Care Act

A New Headache For Employers: Whistleblower Claims Under the Affordable Care Act March 2013 A New Headache For Employers: Whistleblower Claims Under the Affordable Care Act BY STEPHEN H. HARRIS, MELINDA A. GORDON & MARC E. BERNSTEIN INTRODUCTION On February 22, 2013, the United States

More information

Employer s Guide to the Human Rights Act

Employer s Guide to the Human Rights Act Employer s Guide to the Human Rights Act The Human Rights Act The law in Newfoundland and Labrador that governs human rights. Human Rights Commission The organization that administers the Human Rights

More information

FREQUENTLY ASKED QUESTIONS CONCERNING DISCRIMINATION AND THE LAW

FREQUENTLY ASKED QUESTIONS CONCERNING DISCRIMINATION AND THE LAW Rutgers Council of AAUP Chapters-AFT FREQUENTLY ASKED QUESTIONS CONCERNING DISCRIMINATION AND THE LAW Introduction Many individuals who are considering or who have filed grievances challenging personnel

More information

3 FAM 1500 EQUAL EMPLOYMENT OPPORTUNITY

3 FAM 1500 EQUAL EMPLOYMENT OPPORTUNITY 3 FAM 1500 EQUAL EMPLOYMENT OPPORTUNITY 3 FAM 1511 POLICY 3 FAM 1511.1 State 3 FAM 1510 EEO GENERAL (CT:PER-780; 08-04-2015) (Office of Origin: S/OCR) a. The Department of State provides equal opportunity

More information

Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions

Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions Minimizing Employee Retaliation: Do the Right Thing! Ashley E. Bonner, WSO-CST Senior Risk Control Consultant Trident Public Risk Solutions Roadmap 1. Definition of Retaliation 2. Frequency & Severity

More information

The Minimum Wage. When should you receive more than the minimum wage?

The Minimum Wage. When should you receive more than the minimum wage? The Minimum Wage In AZ, the minimum wage is $8.05/hr. Almost all workers in Arizona have the right to receive the minimum wage. Your immigration status doesn t matter at all. When should you receive more

More information

INTRODUCTION 2 WORKPLACE HARASSMENT

INTRODUCTION 2 WORKPLACE HARASSMENT INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer

More information

All Things EEOC 2013 Update

All Things EEOC 2013 Update All Things EEOC 2013 Update Melanie V. Pate Phone: 602.262.5318 Cell: 480.231.8586 FY12 Charge Statistics 99,412 total charges filed in FY 2012 Slight decrease from FY 2011 -- Race/Color: 36.4% -- Gender:

More information

HP0868, LD 1187, item 1, 123rd Maine State Legislature An Act To Recoup Health Care Funds through the Maine False Claims Act

HP0868, LD 1187, item 1, 123rd Maine State Legislature An Act To Recoup Health Care Funds through the Maine False Claims Act PLEASE NOTE: Legislative Information cannot perform research, provide legal advice, or interpret Maine law. For legal assistance, please contact a qualified attorney. Be it enacted by the People of the

More information

ARTICLE V. DISCRIMINATION AGAINST AN INDIVIDUAL WITH A DISABILITY

ARTICLE V. DISCRIMINATION AGAINST AN INDIVIDUAL WITH A DISABILITY ARTICLE V. DISCRIMINATION AGAINST AN INDIVIDUAL WITH A DISABILITY Sec. 24-90. Policy. (a) It is the policy of the city that no individual with a disability shall, on the basis of a disability, be excluded

More information

Employment At-Will and Employment Law Litigation

Employment At-Will and Employment Law Litigation Employment At-Will and Employment Law Litigation Tara L. Sohlman 900 Jackson Street, Suite 100 Dallas, TX 75202 Email: tara.sohlman@cooperscully.com Phone: 214-712-9563 2016 This paper and/or presentation

More information

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions Protecting Your Non-Profit From Employment Law Traps Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions www.mahalawgroup.com npp@mahalawgroup.com 877-210-2499 Speaker

More information

EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION

EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION EMPLOYMENT APPLICATION CALIFORNIA STATE UNIVERSITY, LONG BEACH RESEARCH FOUNDATION An Equal Opportunity, Affirmative Action, Title IX Employer 6300 State University Drive, Suite 332, Long Beach, CA 90815

More information

SEXUAL HARASSMENT POLICY

SEXUAL HARASSMENT POLICY Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT I. COVERAGE SEXUAL HARASSMENT POLICY This Policy Statement is addressed to all Court Services and Offender Supervision

More information

KNOW YOUR RIGHTS Training on the Legal Rights and Responsibilities of People with Alcohol and Drug Problems

KNOW YOUR RIGHTS Training on the Legal Rights and Responsibilities of People with Alcohol and Drug Problems I. The Basics KNOW YOUR RIGHTS Training on the Legal Rights and Responsibilities of People with Alcohol and Drug Problems California Laws Regarding Discrimination (December 2006) Q1. Does California have

More information

ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES

ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES ARIZONA DEPARTMENT OF ADMINISTRATION POLICIES AND PROCEDURES Policy Number: ADOA/HRD PA9.01 Issued: October 12, 2012 Subject: Employee Complaint Process Allegations of Unlawful Discrimination or Harassment

More information

MANUAL OF POLICY. Equal Access/Equal Opportunity

MANUAL OF POLICY. Equal Access/Equal Opportunity POLICY NUMBER I-21 Page 1 of 16 A. Miami Dade College is an equal access/equal opportunity institution which does not discriminate on the basis of sex, race, color, marital status, age, religion, national

More information

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,

More information

DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN. Lee Hornberger

DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN. Lee Hornberger DISABILITY EMPLOYMENT DISCRIMINATION LAW IN MICHIGAN by Lee Hornberger This article discusses the Persons with Disabilities Civil Rights Act (PWDCRA), MCL 37.1101, et seq; MSA 3.550(101), et seq, as it

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

EEO 101 The Basic Theories of Employment Discrimination

EEO 101 The Basic Theories of Employment Discrimination EEO 101 The Basic Theories of Employment Discrimination An overview of the anti-discrimination statutes enforced by the EEOC An introduction to the theories under which claims of discrimination can be

More information

Your Rights as an Employee

Your Rights as an Employee Your Rights as an Employee Federal discrimination laws provide basic rights for job applicants and employees. The laws apply to applicants, employees, and former employees. Full-time, part-time, seasonal,

More information

PATIENT RECORDS PRIVACY POLICIES AND PROCEDURES FOR HIPAA COMPLIANCE (4/03)

PATIENT RECORDS PRIVACY POLICIES AND PROCEDURES FOR HIPAA COMPLIANCE (4/03) PATIENT RECORDS PRIVACY POLICIES AND PROCEDURES FOR HIPAA COMPLIANCE (4/03) Use and Disclosure of PHI: Protected Health Information ( PHI ) may not be used or disclosed in violation of the Health Insurance

More information

Frequently Asked Employment Questions*

Frequently Asked Employment Questions* Frequently Asked Employment Questions* What protection does an employee have from termination by his or her employer? In general, an employer can discharge an employee for a good reason, bad reason, or

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

GOVERNMENT PROSECUTIONS AND QUI TAM ACTIONS

GOVERNMENT PROSECUTIONS AND QUI TAM ACTIONS GOVERNMENT PROSECUTIONS AND QUI TAM ACTIONS DISTRICT OF COLUMBIA OFFICIAL CODE DIVISION I. GOVERNMENT OF DISTRICT. TITLE 2. GOVERNMENT ADMINISTRATION. CHAPTER 3B. OTHER PROCUREMENT MATTERS. SUBCHAPTER

More information

Case 4:98-cv-01442-RWS Document 24 Filed 06/30/1999 Page 1 of 12

Case 4:98-cv-01442-RWS Document 24 Filed 06/30/1999 Page 1 of 12 " 8v ~ RECE1VED JUN 281999 U. S. 0[,::>1 l'.iu 1 \"v:!i\1 EASTERN DISTRICT Of MO. ST. louis Case 4:98-cv-01442-RWS Document 24 Filed 06/30/1999 Page 1 of 12 EQUAL EMPLOYMENT COMMISSION, IN THE UNITED STATES

More information

EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT DIRECTIVE EEO MD - 110

EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT DIRECTIVE EEO MD - 110 EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT DIRECTIVE EEO MD - 110 TO THE HEADS OF FEDERAL AGENCIES EFFECTIVE DATE: November 9, 1999 1. SUBJECT. FEDERAL SECTOR COMPLAINTS PROCESSING MANUAL 2. PURPOSE. The

More information

AN ACT IN THE COUNCIL OF THE DISTRICT OF COLUMBIA

AN ACT IN THE COUNCIL OF THE DISTRICT OF COLUMBIA AN ACT IN THE COUNCIL OF THE DISTRICT OF COLUMBIA Codification District of Columbia Official Code 2001 Edition 2008 Summer Supp. West Group Publisher To require employers in the District of Columbia to

More information

MS STATE PERSONNEL BOARD. Title Goes Here. EEO LAW UPDATE May 21, Presented By: Tim W. Lindsay Ridgeland, MS

MS STATE PERSONNEL BOARD. Title Goes Here. EEO LAW UPDATE May 21, Presented By: Tim W. Lindsay Ridgeland, MS MS STATE PERSONNEL BOARD Title Goes Here EEO LAW UPDATE May 21, 2013 Presented By: Tim W. Lindsay Ridgeland, MS FY 2012 EEOC Charge Statistics Mississippi Total Charges Filed 1,869 (1.9% of US) Race/Color

More information

GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) WWW.FEDATTORNEY.COM or Call (202) 787-1900

GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) WWW.FEDATTORNEY.COM or Call (202) 787-1900 GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) Washington, DC Office 1800 K Street NW, Suite 1030 Washington, D.C. 20006 To schedule a consultation, call (202) 787-1900

More information

What to Wear? A Question of Religious Expression

What to Wear? A Question of Religious Expression State Questions And Regulations Answers Update What to Wear? A Question of Religious Expression Brian S. Inamine After working for two years as a hostess at The Walt Disney Company s California Adventure

More information

A CONSUMER GUIDE TO FAIR LENDING

A CONSUMER GUIDE TO FAIR LENDING FAIR HOUSING LEGAL SUPPORT CENTER A CONSUMER GUIDE TO FAIR LENDING AND HOME OWNERSHIP PRESERVATION A CONSUMER GUIDE TO FAIR LENDING AND HOME OWNERSHIP PRESERVATION OVERVIEW This guide explains your right

More information

Employer s s Obligations under the New York State Human Rights Law

Employer s s Obligations under the New York State Human Rights Law Employer s s Obligations under the New York State Human Rights Law The New York State Human Rights Law (NYSHRL) prohibits discrimination against persons with disabilities in the employment context. The

More information

Equal Employment Opportunity is THE LAW

Equal Employment Opportunity is THE LAW Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information