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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. [12]
It applies to companies with 50 or more employees (unlike 100 for the federal law) where either 25 (50 for the federal law) or more workers are affected, if that number makes up at least 33% of the workers on that site. NY WARN Act requires a 90-day notice from the employer, unlike the federal Act that requires a 60-day notice. [6]
When the Labor Department issued details rules as provided for in this Executive Order on June 9, 1970, it defined contractors as any business enterprise with a government contract valued at $50,000 or more and 50 or more employees. Its Office of Federal Contract Compliance (OFCC) would oversee enforcement. [7]
The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor. OFCCP is responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination.
The Equal Employment Opportunity Act of 1972 is a United States federal law which amended Title VII of the Civil Rights Act of 1964 (the "1964 Act") to address employment discrimination against African Americans and other minorities.
Under §2612(2)(A) an employer can make an employee substitute the right to 12 unpaid weeks of leave for "accrued paid vacation leave, personal leave or family leave" in an employer's personnel policy. Originally the Department of Labor had a penalty to make employers notify employees that this might happen.
A coalition of Republican attorneys general from 17 states filed a lawsuit Thursday against the Equal Employment Opportunity Commission over a new rule that requires employers to provide abortion ...
The Equal Employment Opportunity Commission (EEOC) is section 705 of the title. [ 4 ] Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September 24, 1965, created to prohibit federal contractors from discriminating against employees based on race, sex , creed, religion, color, or ...
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