Category: EEOC

Defending NY Employment Discrimination Claims Cover Slide

Defending New York Employment Discrimination Claims (Webinar Recap)

On January 25, 2024, I presented a complimentary webinar entitled “Defending New York Employment Discrimination Claims”. For those who couldn’t attend the live webinar, I’m happy to make it available for you to watch at your convenience.

In the webinar, I discuss:

  • The Role of the EEOC & New York Human Rights Agencies
  • Filing Statistics
  • Effective Response to Allegations
  • Settlement Strategies
  • Litigation Preparedness

and much more!

With both federal and state agencies having jurisdiction over employment discrimination claims across New York, employees have several procedural alternatives for pursuing such claims. It is important that human resources professionals and other members of management understand the different venues when they receive a complaint.

This webinar provides an overview of the EEOC, New York State Division of Human Rights, and New York City Commission on Human Rights. Learn more about how cases progress in each of these agencies. This information, with other strategies discussed, will better position you to respond to discrimination complaints and, hopefully, resolve them favorably.

Don’t have time to watch the whole webinar right now? Click here to download the slides from the webinar.

Why You Should Watch “Defending New York Employment Discrimination Complaints”

Understanding the nuances of each employment discrimination agency is crucial for the effective handling of such claims.

We delve into critical aspects such as filing statistics, providing a data-driven perspective on the frequency and nature of discrimination claims. This information will help your organization understand its own risk profile and prepare for potential claims. The webinar addresses effective response strategies to allegations. Knowing how to respond timely and appropriately to discrimination complaints is key to mitigating risks arising from the administrative process and potential court litigation. Plus, consider factors that will affect the potential settlement of claims before more costs (financial and others) are incurred.

Don’t Miss Our Future Webinars!

Click here to sign up for the Horton Management Law email newsletter to be among the first to know when registration is open for upcoming programs! Plus, follow us on LinkedIn for updates on important employment law issues.

2022 EEO-1

2022 EEO-1 Component 1 Data Collection

The U.S. Equal Employment Opportunity Commission (EEOC) opened the 2022 EEO-1 Component 1 data collection on October 31, 2023. The deadline for submissions and certifications is set for December 5, 2023.

Understanding the EEO-1 Component 1 Report

The EEO-1 Component 1 report is an obligatory annual data collection exercise for private sector employers with 100 or more employees, as well as federal contractors with 50 or more employees meeting certain criteria. This report requires the submission of workforce demographic data, including data segmented by job category, gender, and race or ethnicity.

New Resources for Filers

In an effort to streamline the data submission process, the EEOC’s Office of Enterprise Data and Analytics (OEDA) has launched a new EEO-1 Component 1 Instruction Booklet for the 2022 data collection period. This booklet consolidates various support materials, such as frequently asked questions and fact sheets, into a single resource. It also provides additional information to clarify eligibility and reporting requirements.

Enhanced Filing Process

The EEOC announced that it has enhanced the filing process by introducing self-service options and an online Filer Support Team Message Center within the EEO-1 Component 1 Online Filing System (OFS). This platform enables filers to submit requests for assistance, update requests with new information, terminate requests, and track the status of requests, thereby simplifying the filing process.

Additional EEOC Data Collections

The EEOC has also opened the 2023 EEO-4 state and local government data collection, which is also due on December 5, 2023. This mandatory data collection requires all state and local governments with 100 or more employees to submit demographic workforce data every two years. A new EEO-4 Instruction Booklet is now available to aid in this process.

Employer Compliance

All employers must determine whether they are required to file EEO data. If so, you should make sure you have the necessary data prepared in time to meet the filing deadlines. Hopefully, the new guidance resources from the EEOC will make it easier for companies to comply with the reporting process.

Reviewing Your New York Anti-Harassment Policies

Reviewing Your New York Anti-Harassment Policies (Webinar Recap)

On August 24, 2023, I presented a complimentary webinar entitled “Reviewing Your New York Anti-Harassment Policies”. For those who couldn’t attend the live webinar, I’m happy to make it available for you to watch at your convenience.

In the webinar, I discuss:

  • Sexual Harassment Policies
  • Other Protected Characteristics
  • Best Practices
  • Legal Impact
  • Training

and much more!

All New York employers must have a written sexual harassment prevention policy. The State has recently updated its model policy, and employers should be aware of the suggested changes. You should also consider how to address other forms of harassment in your employee handbook or other policy materials. Given relatively low bars for asserting unlawful harassment in New York, it is critical that employers continue to monitor their efforts in this area.

Don’t have time to watch the whole webinar right now? Click here to download the slides from the webinar.

Why You Should Watch “Reviewing Your New York Anti-Harassment Policies”

New York State has updated its model sexual harassment prevention policy. While employers are not required to adopt the model policy, you must meet minimum guidelines established by the State. Unfortunately, it’s not so clear exactly how to do that. In this webinar, we discuss some strategies and best practices for compliance depending on your circumstances.

Of course, employees have legal rights to be free from harassment based on other characteristics as well. What do your current policies say about racial harassment, age-based harassment, and harassment against individuals with disabilities? Make sure your policies make sense together and are up-to-date in light of periodic changes in applicable employment discrimination laws.

The webinar also includes reminders about mandatory sexual harassment training and ideas on preventing harassment, which is the only way to genuinely reduce the risk of legal liability.

Don’t Miss Our Future Webinars!

Click here to sign up for the Horton Management Law email newsletter to be among the first to know when registration is open for upcoming programs! And follow us on LinkedIn for even more frequent updates on important employment law issues.