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Category Archives: EEOC

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Employment Attorneys React to Supreme Court Decision in Mach Mining v. EEOC

Posted on April 30, 2015 by Lorene

The United States Supreme Court yesterday settled the question of whether the Equal Employment Opportunity Commision’s statutory duty to conciliate a remedy to a Title VII violation prior to filing a lawsuit is subject to some level of judicial review. … Continue reading →

Posted in ADR, EEOC

EEOC’s Arguments to Supreme Court Antithesis of Transparency and Open Government

Posted on January 16, 2015 by Lorene

On January 13, 2015, the United States Supreme Court heard oral arguments in which the Equal Employment Opportunity Commission (“EEOC”) made arguments that fly in the face of President Obama’s call for transparency and open government. In the case, Mach … Continue reading →

Posted in ADR, Best Practices, Dispute Resolution System Design, EEOC

HR Magazine: Being a Super Sleuth

Posted on December 15, 2014 by Lorene

Thanks to HR Magazine writer, Dori Meinert, for extensively quoting me in her article “How to Conduct a Workplace Investigation” in the December 2014 edition of HR Magazine.   Ms. Meinert’s article provides great insights for HR professionals and others responsible … Continue reading →

Posted in Best Practices, Bullying, Constructive Conflict, EEOC, Employee Feedback, Harassment

U.S. Chamber Calls EEOC Enforcement “Abusive” During Obama Administration

Posted on June 18, 2014 by Lorene

After acknowledging in recent testimony before the United States House of Representatives Committee on Education and the Workforce Subcommittee on Workforce Protections that “[c]ombating discrimination in the workplace is a worthy goal and one that the U.S. Chamber of Commerce … Continue reading →

Posted in ADR, EEOC, Mediation, Workplace Investigations

Employment Blawg Carnival: Haunted House Edition

Posted on October 16, 2013 by Lorene

Welcome brave souls! This month’s edition of the Employment Blawg Carnival is hosted by fellow employment law blogger Timothy Eavenson and is dubbed the “Haunted House Edition.” Yours truly appears in the The Forgotten Passage, where Tim writes: We’ll finally make it … Continue reading →

Posted in Blog, EEOC

EEOC’s Conciliation Efforts Shortchanges 5,000+ Employee Claims Annually

Posted on September 27, 2013 by Lorene

After the EEOC investigates claims of civil rights violations in the workplace, it either finds “reasonable cause” that illegal conduct has occurred or not.  For those reasonable cause findings, the EEOC is legally required to engage in efforts to conciliate … Continue reading →

Posted in ADR, Discrimination, Dispute Resolution System Design, EEOC, Mediation, Negotiation

Can You Say Discrimination? 28% of Recruiters React Negatively to Religious Posts/Tweets

Posted on September 11, 2013 by Lorene

Jobvite’s sixth annual Social Recruiting Survey came out this week and starts with the headline “[a]nyone not leveraging social referrals is behind the curve. “  The survey found that 94% of recruiters are now using or plan to use social … Continue reading →

Posted in Compliance, Discrimination, EEOC

Yes, The Mandatory ADA Interactive Process Means Employers Have To Actually Discuss Potential Accommodations with Employee

Posted on September 9, 2013 by Lorene

Two lawsuits filed in the past 11 days by the EEOC serve as a reminder that the mandatory “interactive process” under the Americans with Disability Act requires the employer to at least discuss whether there is an appropriate reasonable accommodation.  … Continue reading →

Posted in Best Practices, Discrimination, EEOC

Social Media and Discovery: Post with Caution

Posted on November 20, 2012 by Lorene

With over one billion active Facebook users and 500,000,000+ Twitter accounts, it is no surprise that the discovery of messages, status updates, wall posts, tweets and pictures shared on social media has become a battle ground in sexual harassment and … Continue reading →

Posted in Discrimination, EEOC, Harassment, Social Media, Workplace Investigations

Workplace Investigations: The Employee’s Lawyer’s Perspective

Posted on November 9, 2012 by Lorene

How do lawyers who represent employees decide which of the employees who contact them to represent?  According to Nina Pirrotti, an attorney with Garrison, Levin-Epstein, Richardson, Fitzgerald & Pirrotti, P.C., one of her “first lines of inquiry in evaluating a … Continue reading →

Posted in Discrimination, EEOC, Harassment, Procedural Fairness, Retaliation, Workplace Investigations

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