In Groff v. DeJoy, a unanimous Court reevaluated its precedent and announced a new rule: to deny a religious accommodation, an employer must show that the burden of accommodation “is substantial in the overall context of an employer’s business.” Click here for an overview of the case.
To comply with OMB’s M-23-15, released on April 13, 2023, which aims to increase meaningful in-person work at Federal offices, agencies must take the following steps: (1) Update Work Environment plans based on post-reentry plans, describing current policies for telework and related operational policies and anticipated future changes. These plans should be informed by agencies’…
On June 15, 2020, the Supreme Court issued a landmark decision in the case of Gerald Lynn Bostock v. Clayton County, Georgia, in which they found that the language of the Civil Rights Act of 1964, which prohibits sex discrimination, applies to discrimination based on sexual orientation and gender identity. EEOC has treated sexual orientation and gender…
This recent EEOC settlement is a reminder of the importance to avoid using age as a factor in hiring decisions.
We continue to keep an eye on the cases concerning LGBT employment rights that are before the Supreme Court: Bostock v. Clayton County, Ga., No. 17-1618, Altitude Express Inc. v. Zarda, No. 17-1623, and R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission, No. 18-107. The link below will take you to a…
Those of us who are familiar with Federal-sector EEO processing know that EEOC has found that discrimination based on sexual orientation is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964, despite the fact that Title VII does not explicitly include sexual orientation or gender identity in its…
In January 2019, HR-135 was reintroduced and passed the House of Representatives. The bill is called the Federal Employee Antidiscrimination Act of 2019, and it amends and strengthens the No FEAR Act of 2002. In its current form, the bill has a few interesting provisions: Agencies have to report to EEOC whether disciplinary action has been initiated…
-By Katie Scherner, January 30, 2019 As an intern for Art of Resolution, I have grown to admire its CEO, Rosa Franco. I had the pleasure of interviewing Rosa recently about a variety of topics, including career advice, and her views on some hot topics in the world of EEO and diversity. Click below for…
If you are a certified EEO counselor with at least 2 years of experience, please send your resume, your original certificate and refresher certification to admin@artofresolution.com. We periodically have a need for EEO counselors who are able to conduct complex Federal EEO counseling within 30 days from date of assignment. In addition to the technical expertise,…
