As noted last week, the Office of Federal Contract Compliance Programs’ (OFCCP) Final Rules amending the affirmative action obligations for individuals with a disability and protected veterans will become effective on March 24, 2014, barring an administrative delay or legal challenge. A detailed white paper discussing the new and expanded requirements of the disability Final Rule is available here and one discussing the requirements of the veterans Final Rule is available here. Our Affirmative Action and OFCCP Compliance Practice Group members are available to answer your questions on these Final Rules and look forward to working with you as these Final Rules are implemented by OFCCP.
On June 14, 2016, the Office of Federal Contract Compliance Programs (OFCCP) announced publication of its long-awaited final rule on sex discrimination. This rule, in the form of regulations, updates the OFCCP’s 1970 guidance on this topic. The final rule is focused on eliminating gender-based barriers to equal employment opportunity and covers a variety of topics, such as compensation discrimination, intentional gender discrimination, disparate impact gender discrimination, accommodations for pregnant workers, and the prohibition against sex-stereotyping, including discrimination based upon gender identity.
On January 18, 2010, the New Jersey Compassionate Use Medical Marijuana Act (NJCUMMA) was signed into law. While the NJCUMMA explicitly states that it does not require employers to accommodate a qualified patient’s use of medicinal marijuana in the workplace, that could be changing soon.
Avoiding Mistletoe Mishaps, Part VII: Bonuses Have You Saying “What the Dickens?” Lessons To Learn From Ebenezer Scrooge
As 2013 comes to an end, we have been considering a number of workplace issues that employers might face at the end of the year and the beginning of the holiday season. In parts one, two, three, four, five, and six of this blog series, we covered: employers’ chief concerns when…..