Zandy - Discrimination Charge in the Mail? Don’t Be Scared
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This document provides an overview of the EEOC administrative process for handling discrimination charges from an HR attorney's perspective. It discusses the key aspects of dealing with an EEOC charge, including preparing for the charge, the investigation process, mediation options, submitting position statements, potential determinations, and conciliation. Common mistakes made by employers are also outlined. The overall message is that employers should be prepared but not afraid when receiving a discrimination charge, as having knowledge of the process and cooperating can help achieve a positive outcome.
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Zandy - Discrimination Charge in the Mail? Don’t Be Scared
- 3. EEOC - Knowledge Is Power
- 10. The Charge – Preparing for Battle
- 19. Investigation – Doing It Right!
- 25. Mediation – To Mediate Or Not To Mediate
- 30. Position Statements – A Serious Endeavor
- 35. Determination – Now What?
- 42. Top Mistakes When Dealing With the EEOC
Hinweis der Redaktion
- SO – WHAT WOULD YOU DO IF A DOL WAGE AND HOUR INVESTIGATOR SHOWS UP AT YOUR DOOR? Discuss….
- Standard Form 100 (EEO-1) must be filed by -- All private employers who are: subject to Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972) with 100 or more employees EXCLUDING State and local governments, primary and secondary school systems, institutions of higher education, Indian tribes and tax-exempt private membership clubs other than labor organizations; OR subject to Title VII who have fewer than 100 employees if the company is owned or affiliated with another company, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees. Every employer, employment agency, and labor organization subject to this title shall (1) make and keep such records relevant to the determinations of whether unlawful employment practices have been or are being committed, (2) preserve such records for such periods, and (3) make such reports there-from as the Commission shall prescribe by regulation or order, after public hearing, as reasonable, necessary, or appropriate for the enforcement of this title or the regulations or orders there-under. The Commission shall, by regulation, require each employer, labor organization, and joint labor-management committee subject to this title which controls an apprenticeship or other training program to maintain such records as are reasonably necessary to carry out the purposes of this title, including, but not limited to, a list of applicants who wish to participate in such program, including the chronological order in which applications were received, and to furnish to the Commission upon request, a detailed description of the manner in which persons are selected to participate in the apprentice-ship or other training program. Any employer, employment agency, labor organization, or joint labor-management committee which believes that the application to it of any regulation or order issued under this section would result in undue hardship may apply to the Commission for an exemption from the application of such regulation or order, and, if such application for an exemption is denied, bring a civil action in the United States District Court for the district where such records are kept. If the Commission or the court, as the case may be, finds that the application of the regulation or order to the employer, employment agency, or labor organization in question would impose an undue hardship, the Commission or the court, as the case may be, may grant appropriate relief. If any person required to comply with the provisions of this sub-section fails or refuses to do so, the United States District Court for the district in which such person is found, resides, or transact business, shall, upon application of the Commission, or the Attorney General in a case involving a government, governmental agency or political subdivision, have jurisdiction to issue to such person an order requiring him to comply. TITLE 29, CHAPTER XIV CODE OF FEDERAL REGULATIONS
- HIPAA – Health Insurance Portability and Accountability Act Within HHS, the Office for Civil Rights (“OCR”) has responsibility for implementing and enforcing the Privacy Rule with respect to voluntary compliance activities and civil money penalties. The Health Insurance Portability and Accountability Act of 1996 (HIPAA), Public Law 104-191, was enacted on August 21, 1996. Sections 261 through 264 of HIPAA require the Secretary of HHS to publicize standards for the electronic exchange, privacy and security of health information. Collectively these are known as the Administrative Simplification provisions. Data Safeguards. A covered entity must maintain reasonable and appropriate administrative, technical, and physical safeguards to prevent intentional or unintentional use or disclosure of protected health information in violation of the Privacy Rule and to limit its incidental use and disclosure pursuant to otherwise permitted or required use or disclosure.70 For example, such safeguards might include shredding documents containing protected health information before discarding them, securing medical records with lock and key or pass code, and limiting access to keys or pass codes. See OCR “Incidental Uses and Disclosures” Guidance.