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On Dec. 16, the U.S. Equal Employment Opportunity Commission released its first guidance on workplace coronavirus vaccination requirements. Fact check: Yes, employers can require that workers ...
As workers throughout the U.S. rally against COVID-19 vaccine mandates, the federal agency charged with preventing workplace discrimination has updated its guidance on how employers should ...
Business groups have been pressing the federal agency to clarify whether employers could offer paid time off or even cash to encourage vaccination. ... For premium support please call: 800-290 ...
“The U.S. Equal Employment Opportunity Commission has confirmed that employers may require COVID-19 vaccination as long as the policy for vaccination complies with the ADA, Title VII of the ...
The EEOC investigation is confidential until the charge is filed, when the EEOC has 10 days to notify the employer of the charge. [11] Charges may be filed on behalf of someone else to maintain some anonymity, for example, a parent may file a charge on behalf of a minor child.
Executive Order 11246, signed by President Lyndon B. Johnson, was an executive order of the Article II branch of the United States federal government, in place from 1965 to 2025, specifying non-discriminatory practices and affirmative action in federal government hiring and employment.
America's largest garlic farm needs 1,000 workers to harvest its annual crop, but faces an unexpected hurdle in this year's recruitment drive: it now must document and track the COVID-19 vaccine ...
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]