Eeoc offices

The EEOC's Chicago District Office is responsible for processing charges of discrimination, administrative enforcement, and the conduct of agency litigation in Illinois, Wisconsin, Minnesota, Iowa, and North and South Dakota, ...The EEOC's town hall meetings and workshops, in concert with other Administration measures, should position workers with disabilities for a fair chance at a federal job.” The Office of Personnel Management and the Departments of Labor ...The EEOC is responsible for enforcing the nation's laws prohibiting employment discrimination. The EEOC's Phoenix District Office has jurisdiction for Arizona, Colorado, Utah, Wyoming, and part of New Mexico . ...Jim Sacher, regional attorney for the EEOC's New Orleans and Houston Offices, said, “The EEOC will aggressively seek redress for the injuries to Ms. Baker and other female employees and protect these employees from sexual harassment in ...The EEOC's Indianapolis Office is located at 101 W. Ohio Street, Suite 1900, Indianapolis, IN 46204. The EEOC's Louisville Office is located at 600 Dr. Martin Luther King Jr. Place, Suite 268, Louisville, KY 40202. ...CHICAGO – The U.S. Equal Employment Opportunity Commission announced that it has filed suit in federal court here against Tomayo Financial Services, Inc., a mortgage lending organization with four offices in the Chicago area, ...

According to an EEOC press release , the agency has filed suit against Ohio-based retailer Abercrombie & Fitch for alleged discrimination “against a 17-year-old Muslim by refusing to hire her because she wore a hijab , or head scarf, in observance of her sincerely held religious beliefs.” According to the lawsuit, pending in Tulsa, Okla., an Abercrombie Kids store refused to hire Samantha Elauf for a sales position because she was wearing a head covering during her interview, which violateSpecifically, Sword questioned the assignment of accounts in the office. Upon receiving Sword's complaint, the EEOC said, Southeastern Telecom immediately disabled her computer, removed her e-mail access, restricted her access to the ...Earlier today I wrote on the EEOC’s proposed regulation implementing the ADA Amendments Act. This evening, those proposed regulations finally became available. You can download them from HRhero.com . Thanks to Dan Schwartz for pointing this out. Presented by Kohrman Jackson & Krantz , with offices in Cleveland and Columbus. For more information, contact Jon Hyman , a partner in our Labor & Employment group , at 736-7226 or jth@kjk.com.The ADA Amendments Act, which became effective January 1, 2009, is intended “to reinstate a broad scope of protection” by expanding the definition of the term “disability.” Recently, the EEOC published its proposed regulation interpreting these amended provisions. The regulations will be published this week, and the EEOC has already published a helpful Q&A discussing the proposed ADAAA regulations . The core three-part definition of “disability” largely remains unaltered. An ADA-protecte“This action sends the message that our agency will continue to prosecute employers who subject their female employees to sex discrimination,” said R.J. Ruff, district director of the EEOC's Houston District Office. ...

This week, Michael Haberman, at HR Observations , continues his series on “isms” with a post on what he calls “ fatism ” . I found this post to be timely in light of recent headlines made by the Cleveland Clinic’s CEO that he would not hire obese people if the law allowed him to do so . Conventional wisdom says that with the exception of the morbidly obese, obesity is not a characteristic protected “No woman should be forced to endure unrelenting sexual harassment in order to earn a living,” said Debra Lawrence, acting regional attorney for the EEOC's Philadelphia District Office, which oversees Pennsylvania, Delaware, ...

Time constraints lead to a shorter than usual review this week. But, I am here for my readers with what I think are the top 5 posts from the employment law blogosphere for this week : The New York Labor & Employment Law Report , with some suggestions on how to deal with employees’ social networking. Michael Fox’s Jottings by an Employer’s Lawyer , discussing the EEOC’s recent class action filing against UPS, and the difficult position emploSupervisory Trial Attorney Gregory Gochanour and Trial Attorney Gordon Waldron of the EEOC Chicago District Office will lead the agency's litigation team on todays case. The EEOC Chicago District Office is responsible for processing ...

PRESS RELEASE 8-28-09 UPS SUED FOR DISABILITY DISCRIMINATION EEOC Says Class of Disabled Employees Fired After Taking Medical Leaves of Absence CHICAGO - In a major class lawsuit filed here in federal court, the U.S. Equal Employment Opportunity Commission charged that Atlanta-based United Parcel Service, Inc. , the world's largest package delivery company, violated federal law by rejecting an extension of medical leave as a reasonable accommodation for its employees Cars need routine maintenance: an oil change every 3,000 miles, an annual inspection of the systems, and more serious TLC every two or three years. Without this service, even the best made car will die long before its time. With this service, clunkers can run for hundreds of thousands of miles. According to a survey conducted by the Center for Urban Economic Development, the National Employment Law Project and the UCLA Institute for Research on Labor and Employment (as reported in the New

When Carolyn Upshaw started filing EEOC charges against her employer, Ford Motor Company, it began to document her on-going performance problems. After she filed her 3rd charge and a lawsuit in a 15-month period, Ford terminated her employment. The termination occurred nine months after the last EEOC charge and four months after the lawsuit was filed. In Upshaw v. Ford Motor Co. , the 6th Circuit concluded that her underlying discrimination lawsuit was baseless, but that her r« 100% Healed Policy | Main | 7thCir: Informal complaint is protected activity under ADA » A federal district court erred in granting summary judgment to an employer on a former employee’s claim that she was subjected to a hostile work environment via "a steady stream of racial and gender epithets" directed at her by four white male coworkers who "engaged in inappropriate racial and gender-based conduct" over a two-month period. The EEOC sued on behalf of the employee, the only African-A

by Joanne Aika Castillo There are several employment discrimination laws enforced by the US Equal Employment Opportunity Commission to endure that American citizens are protected from compensation discrimination. Among them are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967, and the American Disabilities Act of 1990. The Equal Pay Act of 1963 is an amendment to the Fair Labors Standards Act that prohibits any form of compensatThis week’s tip-of-the-week is courtesy of Rush Nigut’s Rush on Business – get it in writing. A handshake or an oral promise is only as good as the relationship that supports it. The problem, however, is that by the time that handshake ends up in court, the relationship that underlies is has deteriorated to the point that, well, you’ve ended up in court. And it’s amazing how bad memories become once a relationship has deteriorated into litigation. Mark Toth’s Manpower Employment Blawg dra

by Joanne Aika Castillo There are several employment discrimination laws enforced by the US Equal Employment Opportunity Commission to endure that American citizens are protected from compensation discrimination. Among them are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967, and the American Disabilities Act of 1990. The Equal Pay Act of 1963 is an amendment to the Fair Labors Standards Act that prohibits any form of compensat

by Joanne Aika Castillo Are you being treated differently at work because you are pregnant? In 2006, the Equal Employment Opportunities Commission has received 4,901 charges of sex related discrimination from pregnant women in the US. It goes to show that there are employers who don’t strictly practice the Pregnancy Discrimination Act of 1978. A number of pregnant women have become victims of sex discrimination in the workplace. The Pregnancy Discrimination Act of 1978 is an amendment to tPosted on Monday, 3 of August , 2009 at 3:01 pm COMMENTARY By June Maxam It was the males versus the females. The verdict is in, delivering yet another blow to the female working population.  It’s still a man’s world where women are still treated as subservient underlings and routinely demeaned. If you’re a female, you may want to resist applying for any job openings which may be advertised at the law firm of Richards Kibbe & Orbe where females have been referred to by the “C” word and they rec

As unemployment heads towards 10%, layoffs have unfortunately become the norm for many employers. As predicted , the EEOC has seen both a spike in age discrimination charges and requests by employers for laid-off employees to sign waivers in exchange for severance packages. I’ve previously provided guidance to employers to help navigate the tricky waters of lawful age discrimination waivers under the Older Workers Benefit Protection Act: Refresher on age discrimination waivers and Definingby Joanne Aika Castillo Are you being treated differently at work because you are pregnant? Instead of a celebratory treatment, some pregnant women are subject to sex discrimination in the workplace. In 2006, the Equal Employment Opportunities Commission has received 4,901 charges of sex related discrimination from pregnant women in the US. It goes to show that there are employers who don’t strictly practice the Pregnancy Discrimination Act of 1978. The Pregnancy Discrimination Act of 1978

Imagine an employee walks into your HR office and complains that the company has misclassified her as exempt and that she is owed overtime. According to the 7th Circuit in Kasten v. Saint-Gobain Plastics , you can actually fire that employee without fear of retaliation as long as the the employee only makes the complaint orally, and does not put it in writing. The FLSA’s anti-retaliation provision provides that an employer cannot “discharge or in any other manner Day two of Judge Sotomayor’s Senate confirmation hearings brought a long day of tough questioning. Read the transcript of Tuesday’s live blog below and be sure to join us again on Wednesday . 9:17 AAUW :  Good morning AAUW and friends! 9:18 AAUW :  Welcome to Day 2 of live-blog coverage of the confirmation hearings for Supreme Court nominee Sonia Sotomayor 9:18 AAUW :  Today’s hearing is scheduled to begin in about 15 minutes 9:19 AAUW I’ve written in the past about the importance of routine, proactive audits of employment policies and practices: Use a wage and hour audit to proactively head off claims . Penny-wise, pound-foolish employment practices . Department of Labor to step up enforcement; employers should step up self-audits . An article I found on Business Management Daily further underscores this point: The economy is a shambles, and employers are doing everything they can to stay in bu