A triple-whammy of forces—new laws, new EEOC outreach programs and ongoing economic malaise—helped push the number of employee job discrimination claims to 99,922 in federal fiscal year 2010, the highest annual total in the EEOC’s 45-year history.
Charges of race, sex, age, disability and religious discrimination typically rise during recessions. But, the EEOC says, “The surge in charge receipts is due in part to the expanded statutory authorities that EEOC has been given with the ADA Amendments Act (ADAAA) of 2008, the Genetic Information Nondiscrimination Act (GINA) of 2008 and the Lilly Ledbetter Fair Pay Act of 2009.”
To help you prepare for what’s happening – and what’s GOING to happen – the Management Labor and Employment Roundtable is proud to present the Labor and Employment Law Advanced Practices (LEAP) Symposium — March 30 - April 1 in Las Vegas, NV. View the conference agenda here...The EEOC also has worked harder to teach U.S. workers about their job discrimination rights and make it easier for them to file bias claims.
The record claims resulted in record recoveries. Last year, the agency secured $319 million for 18,989 people through administrative enforcement (settlements, mediation, etc.).
The greatest surprise: The EEOC is closing more files. Last year, it resolved 105,000 charges, leaving it with an inventory of 86,000 cases. That number seems high, but it’s only a 1% increase from 2009. In contrast, the EEOC’s pending cases increased 16% from 2008 to 2009.
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AGE DISCRIMINATION IN EMPLOYMENT ACT (ADEA)
AMERICANS WITH DISABILITIES ACT (ADA)
CIVIL RIGHTS ACT OF 1964 (TITLE VII)
CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT (COBRA)
EQUAL PAY ACT (EPA)
EMPLOYEE POLYGRAPH PROTECTION ACT (EPPA)
FAIR LABOR STANDARDS ACT (FLSA)
FEDERAL TRADE COMMISSION ACT (FTCA)
IMMIGRATION REFORM AND CONTROL ACT (IRCA)
NATIONAL LABOR RELATIONS ACT (NLRA)
OCCUPATIONAL SAFETY AND HEALTH ACT (OSHA)
PREGNANCY DISCRIMINATION ACT (PDA)
WORKER ADJUSTMENT AND RETRAINING NOTIFICATION ACT (WARN)
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