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🌟 Attention Employers!! 🌟 The Equal Employment Opportunity Commission (EEOC) has just released updated guidance on workplace harassment for the first time since 1999. This comprehensive update reflects recent legal developments, including protections for LGBTQ+ workers and the impact of remote work. Here's what you need to know: 1️⃣ **Expanded Protections**: The EEOC prohibits harassment based on protected characteristics like race, color, religion, sex, national origin, disability, age, and genetic information. Recent Supreme Court decisions, such as Bostock v. Clayton County, affirm that this includes harassment based on sexual orientation or gender identity. 2️⃣ **Remote Work Considerations**: With the rise of remote work, the definition of the workplace has expanded. Harassment can occur virtually through email, video conferencing, and social media. Employers need to address and prevent harassment in both physical and virtual work environments. 3️⃣ **Social Media Impact**: Social media activity, even on personal accounts, can contribute to a hostile work environment if it affects the workplace. Employers should be aware of and address discriminatory behavior on social media platforms. 4️⃣ **Legal Implications**: While the EEOC's guidelines aren't legally binding, they carry significant weight in court decisions. Courts often defer to the expertise of the EEOC when interpreting anti-discrimination laws. This updated guidance is crucial for employers to ensure a safe and inclusive workplace for all employees. Stay informed and proactive in preventing workplace harassment. 🤝 Need support in developing a comprehensive anti-harassment strategy? Reach out today! Let's work together to create a workplace culture where everyone feels respected and valued. #WorkplaceHarassment #EEOC #InclusionAndDiversity Feel free to share your thoughts and questions in the comments!

⁉️Did you know that the laws of the state where an employee is working - not the laws of the state where the employer is headquartered - governs the working relationship? ⁉ Remote work has transformed the traditional office landscape, allowing employees to work from anywhere. But as this trend evolves, so do the legal implications for both employers and employees. Here are some key considerations: 1. Wage and Hour Pitfalls: State laws dictate employment relationships, impacting minimum wage, overtime rules, and wage payment laws. Employers must navigate these differences to ensure compliance. 2. Workers' Compensation: Even in remote settings, workers' compensation applies if an employee is injured during work hours. Employers must ensure proper coverage to avoid liability. 3. Unemployment Compensation: Employee relocation triggers new reporting obligations, potentially affecting unemployment taxes. Understanding state specific rules is crucial to avoid penalties. 4. Best Practices: Establishing a remote work policy, obtaining written permission for remote work, and conducting compliance audits are essential. Communication, proper insurance coverage, and designated work areas also mitigate risks. Navigating the legal landscape of remote work requires diligence and proactive measures. Stay informed, stay compliant, and empower your remote workforce for success. #RemoteWork #Compliance #EmploymentLaw

Mineral's Question of the week: "A candidate told us they have a disability. What do we need to do?" Here's the answer: Mineral recommends asking if they need an accommodation during the application process but above all, ensure that having this information doesn't influence your hiring decision. The Americans with Disabilities Act (ADA) requires employers to provide accommodations to applicants with disabilities if needed to be considered for a job unless the accommodation causes an undue hardship. If the applicant doesn't need an accommodation, simply continue to focus on the candidate's skills and abilities relative to the position you're hiring for. To add to this, we suggest being proactive in asking candidates if they require accommodation in the hiring process by including that inquiry in your application process. Also, ensure that only those who have a need to know this information are made aware, generally only HR/Recruiting. This will mitigate the risk of bias. And lastly, document all conversations you have around accommodations. #MineralQuestionOfTheWeek #ADA #DisabilityInclusion #HR #Recruiting #EmploymentAccommodations #HiringProcess

🚀 Embrace proactive "policy hygiene" to ensure your HR policies stay compliant, aligned with business objectives, and meet the evolving needs of your workforce. Outdated policies pose risks including legal non-compliance and demotivated employees. Collaborative efforts between HR and other departments are essential for comprehensive and effective policies. Regular reviews, input from HR professionals, legal advisors, and employee feedback ensure fairness, inclusivity, and compliance, enhancing talent retention and attraction. Key steps: 1. Regularly review policies for compliance and relevance. 2. Ensure alignment with organizational values and objectives. 3. Implement comprehensive rollout plans and provide training for effective policy embedding. Elevating policy hygiene ensures everyone is on the same page, fostering a culture of inclusivity and compliance, ultimately driving sustained success. #PolicyHygiene #Compliance

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The Supreme Court's recent decision in Groff vs. DeJoy has shifted the landscape for handling religious accommodation requests in the workplace. Employers must adapt their practices to comply with the clarified legal standards. Here's what employer's should do: 1. Update Policies: Revise employee handbooks to include clear procedures for requesting religious accommodations. Ensure that policies cover accommodations for disabilities, pregnancy, and religious beliefs, practices, or observances. 2. Maintain Control: HR teams should retain control over the accommodation process. Establish a separate form for religious accommodation requests and ensure consistency in handling them alongside other types of requests. 3. Review Processes: Evaluate previous accommodation requests granted for disabilities or secular reasons and ensure that religious accommodation requests are treated similarly. Avoid discrepancies in how different types of requests are handled. 4. Training: Provide training to managers on handling accommodation requests. Teach them to respond appropriately by consulting HR and avoiding actions that could lead to discrimination claims. 5. Stay Compliant: Recognize that denying a religious accommodation request now requires a higher threshold of demonstrating substantial increased costs to the business. Employers should be prepared to justify denials based on these grounds. 6. Cultural Considerations: Understand that treating religious accommodations differently from other types of accommodations can send cultural messages to employees. Aim for consistency in handling all types of requests to foster inclusivity and compliance with anti-discrimination laws. By following these steps, employers can navigate the evolving legal landscape surrounding religious accommodation and minimize the risk of discrimination claims while fostering an inclusive work environment.

📢 Attention Employers! The EEOC has announced that the data collection for the 2023 EEO-1 Component 1 reports will open on April 30, 2024. The deadline for reporting is set for June 4, 2024. Need assistance? The online Filer Support Message Center will be available starting April 30th to help with any questions. Stay tuned for more details on data specifics and filing instructions. Remember, employers with 100+ employees and federal contractors with 50+ employees are required to file. We'll keep you updated as more information becomes available. #EEOC #EEO1 #DataCollection #Employers #Compliance 📊🗃️ Home (eeocdata.org)

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