The EEOC recently issued new guidance showing how two key federal laws may affect employer efforts to assist employees victimized by domestic violence.
THE LAW: Title VII of the Civil Rights Act prohibits discrimination on the basis of sex. The ADA prevents employers from discriminating against qualified employees because of their disabilities, including cases where the employer regards the employee as disabled when he or she is not and when the employee has a record of disability.
WHAT’S NEW: The EEOC’s new publication, Questions and Answers: The Application of Title VII and the ADA to Applicants or Employees Who Experience Domestic or Dating Violence, Sexual Assault or Stalking, uses specific examples to show employers how they might be inadvertently compounding the pain domestic violence victims experience—and how that might create legal liability for employers.
Download a copy here.
The publication discusses sit...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Guide staffers with the GROW model
- A surprise inspection can uncover discrimination before it's too late
- Case settled with EEOC? Don't cave when employee tries to revive parts of the deal
- Disparate impact not enough to prove age discrimination