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Equal Employment Opportunity Compliance Guide, 2017 Edition

Equal Employment Opportunity Compliance Guide, 2017 Edition

Name: Equal Employment Opportunity Compliance Guide, 2017 Edition
Brand: Aspen
SKU: 9781454871347
Price: 3996.40 HKD
Availability: InStock
Author: John F. Buckley IV
ISBN: 9781454871347

By John F. Buckley IV

Aspen December 2016

Specifications

ISBN-13: 9781454871347
Publisher: Aspen
Publication: December 2016
Format: Paperback + CD-ROM , 587 pages
Jurisdiction: U.S. ? Countri(es) for reference only

Details

Equal Employment Opportunity Compliance Guide, 2017 Edition is the comprehensive and easy-to-use guide that examines all the major administrative and judicial decisions, interpretive memoranda, and other publications of the EEOC, providing complete compliance advice that is easy to follow - as well as the full text of the most important EEOC publications - and more - on CD-ROM.

This one-stop "EEO solution" delivers completely current coverage of compliance developments related to:

Harassment - Including thorough coverage of the employer's prevention responsibilities
Disability - Fully comply with all requirements including the accommodation of work schedules
Religious discrimination - Keep current with the most recent developments, including "reverse" religious discrimination
Gender-identity discrimination - Avoid high profile and potentially costly mistakes

Laws Enforced by the Equal Employment Opportunity Commission
- EEOC Regulations and Guidelines
- Disparate Treatment, Disparate Impact, and the Burden of Proof in Title VII Cases
- Applicability of EEOC Regulations and Federal Precedent to State Fair Employment Practices (FEP) Statutes
- Overview of Laws Enforced by EEOC
- Other Federal Laws Prohibiting Discrimination in the Workplace
- EEOC RESOURCE MATERIALS:
  - Application of Title VII and the Americans with Disabilities Act to Conduct Overseas and to Foreign Employers Discriminating in the United States
  - Enforcement Guidance on EEOC & Walters v. Metropolitan Educational Enterprises, Inc.
  - Application of EEO Laws to Contingent Workers Placed by Temporary Employment Agencies and Other Staffing Firms
Notice Posting, Recordkeeping, and Reporting Requirements
- Notice Posting Requirements
- Recordkeeping Requirements
- Reporting Requirements
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Regulations on Notice Posting, Recordkeeping, and Reporting Requirements and Case Annotations: Title VII and the ADA
  - ARG 2-2 Regulations on Notice Posting, Recordkeeping, and Reporting and Case Annotations: ADEA
  - ARG 2-3 Regulations on Notice Posting, Recordkeeping, and Reporting Requirements: Equal Pay Act
- EEOC RESOURCE MATERIALS:
  - EEOC-Approved Equal Employment Opportunity Notice
  - How to Post Notices in a Format Accessible to Individuals with Disabilities
  - Sample Employer Information Report EEO-1
  - Revised Section D of Form EEO-1
  - Questions and Answers: Revisions to the EEO-1 Report
  - Questions and Answers: Definition of "Job Applicant" for Internet and Related Electronic Technologies
  - Adoption of Additional Questions and Answers to Clarify and Provide a Common Interpretation of the Uniform Guidelines on Employee Selection Procedures as They Relate to the Internet and Related Technologies, Federal Register, Volume 69, Number 43
Establishing Employment Policies and Practices
- Adopting an Equal Employment Opportunity Policy
- Personnel Policies and Practices That Foster EEO Compliance
- Preemployment Inquiries and Examinations
- The Uniform Guidelines on Employee Selection Procedures
- Affirmative Action Policies
- Internet Acceptable Use Policies
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Uniform Guidelines on Employee Selection Procedures and Case Annotations
  - Guidelines on Affirmative Action Appropriate Under Title VII of the Civil Rights Act of 1964 and Case Annotations
  - Government Contractors, Affirmative Action Requirements
- EEOC RESOURCE MATERIALS:
  - Policy Guidance on Consideration of Arrest Records in Employment Decisions Under Title VII
Sex Discrimination
- Pregnancy Discrimination
- Sexual Harassment
- Equal Pay
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Guidelines on Discrimination Because of Sex and Case Annotations
  - Guidelines on the Equal Pay Act and Case Annotations
- EEOC RESOURCE MATERIALS:
  - Facts About Pregnancy Discrimination
  - Facts About Sexual Harassment
  - Policy Guidance onParental Leave
  - Policy Guidance on Current Issues of Sexual Harassment
  - Enforcement Guidance on Sex Discrimination in the Compensation of Sports Coaches in Educational Institutions
  - Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors
  - Questions and Answers for Small Employers on Employer Liability for Harassment by Supervisors
  - Policy Guidance on Employer Liability Under Title VII for Sexual Favoritism (1/12/90)
  - Enforcement Guidance on Harris v. Forklift Systems, Inc.
Age Discrimination
- Who Must Comply?
- Who Is Protected?
- The Hiring Process
- Age as a Bona Fide Occupational Qualification
- Basing Decisions on Reasonable Factors Other Than Age
- Bona Fide Seniority Systems
- Prohibition of Involuntary Retirement
- Employee Benefit Plans
- Waivers of ADEA Claims and the OWBPA
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Guidelines on the Age Discrimination in Employment Act and Case Annotations
- EEOC RESOURCE MATERIALS:
  - Facts About Age Discrimination
  - Job Advertising and Pre-Employment Inquiries Under the ADEA
  - Policy Guidance: Application of §4(f)(2) of the ADEA to Cases Involving "Benefit Packages" That End Life Insurance Coverage for Employees Totally Disabled After Attaining Age 60
  - Enforcement Guidance on O'Connor v. Consolidated Coin Caterers Corp.
  - Guidance on Charging Parties Disqualified by BFOQs or Other ADEA Exceptions
  - Exemptions from Coverage Pursuant to §9 of the ADEA
  - Rescission of ADEA Employee Benefits Section of Compliance Manual
  - Questions & Answers About the EEOC’s Retiree Health Rule
  - UnderstandingWaivers of Discrimination Claims in Employee Severance Agreements
Race, Color, and National Origin Discrimination
- Discrimination Based on Race or Color
- National Origin Discrimination
- Recent Developments in the Title VII Proof Scheme
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Guidelines on Discrimination Because of National Origin and Case Annotations
- EEOC RESOURCE MATERIALS:
  - Facts About Race/Color Discrimination
  - Facts About National Origin Discrimination
  - Citizenship, Residency Requirements, Aliens, and Undocumented Workers
  - Memorandum of Understanding Between the EEOC and the Office of Special Counsel for Immigration Related Employment Practices
  - Enforcement Guidance on Remedies Available to Undocumented Workers Under Federal Employment Discrimination Laws
  - Discrimination Based on Religion, Ethnicity, or Country of Origin
  - Civil Rights Division National Origin Working Group Initiative to Combat Post-Terrorism Discrimination
  - EEOC Compliance Manual Section 15: Race & Color Discrimination
Disability Discrimination
- What Constitutes a Disability?
- Requirement That Individual Be Qualified to Perform the Essential Functions of the Job
- Recruitment and Hiring
- Medical Examinations and Inquiries
- Reasonable Accommodation Requirements
- Prohibited Forms of Discrimination
- Permitted Activities
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Regulations on the Equal Employment Provisions of the Americans with Disabilities Act and Case Annotations
- EEOC RESOURCE MATERIALS:
  - Facts About the Americans with Disabilities Act
  - Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations
  - Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities
  - Questions and Answers About Persons with Intellectual Disabilities in the Workplace and the Americans with Disabilities Act
  - The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964
  - Enforcement Guidance: Workers' Compensation and the ADA
  - Enforcement Guidance on the Effect of Representations Made in Application for Benefits on the Determination of Whether a Person Is a "Qualified Individual with a Disability" Under the ADA
  - Interim Enforcement Guidance on the Application of the Americans with Disabilities Act of 1990 to Disability-Based Distinctions in Employer-Provided Health Insurance
  - Opinion on Whether an Employer Can Refuse to Supply a Union with Requested [Medical] Information Needed to Process a Grievance by Raising a Defense That It Is Prohibited from Doing So Under the ADA
  - Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act
  - Small Employers and Reasonable Accommodation
  - Questions and Answers on Amending the Interpretive Guidance on Title I of the Americans with Disabilities Act
  - Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act
  - Policy Guidance on Executive Order 13145: To Prohibit Discrimination in Federal Employment Based on Genetic Information
  - Questions and Answers About Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act
  - Questions and Answers About Blindness and Vision Impairments in the Workplace and the Americans with Disabilities Act
  - Questions and Answers About Cancer in the Workplace and the Americans with Disabilities Act
  - Questions and Answers About the Association Provision of the Americans with Disabilities Act
  - Questions and Answers About Health Care Workers and the American with Disabilities Act
  - Employment Tests and Selection Procedures
  - Questions and Answers on the Notice of Proposed Rulemaking for the ADA Amendments Act of 2008
Discrimination Based on Religion
- Claims of Discrimination Based on Religion
- Religious Nature of Practice or Belief
- Reasonable Accommodation
- Undue Hardship
- Selection Practices
- Training Programs
- Religious Objections to Unionism
- Muslims and Religious Discrimination After September 11, 2001
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Guidelines on Discrimination Because of Religion and Case Annotations
- EEOC RESOURCE MATERIALS:
  - Fact Sheet on Religious Discrimination
  - "New Age" Training Programs Which Conflict with Employee's Religious Beliefs (EEOC Compliance Manual Excerpt)
Handling Complaints of Discrimination
- Responding to Internal Complaints
- Charges of Discrimination Filed with the EEOC and State Agencies
- Reviewing the Notice and Charge
- Conducting an In-House Investigation
- Writing the Position Statement
- What Happens to the Position Statement
- Agency Analysis and Determination
- Avoiding Retaliation
- Retaliation for Opposition Activity
- Retaliation for Participation Activity
- Adverse Action
- Causation
- ANNOTATED REGULATIONS/GUIDELINES (ARG):
  - Procedural Regulations and Case Annotations
  - EEOC RESOURCE MATERIALS:
  - EEOC Compliance Manual Section 8: Retaliation

About the Author

John F. Buckley

JOHN F. BUCKLEY IV is a senior attorney on the Public Law team of the National Legal Research Group, where he specializes in civil rights, employment discrimination, and local and state government law; in this capacity, he has advised attorneys throughout the country on legal issues related to equal employment. Mr. Buckley is editor and contributing author of Aspen Publishers' State by State Guide to Human Resource Law, State by State Guide to Managed Care Law, State by State Guide to Workplace Safety Regulation, Multistate Guide to Benefits Law, and Multistate Payroll Guide, as well as Aspen's Equal Employment Opportunity Compliance Guide. Mr. Buckley is a member of the Society for Human Resource Management and the International Foundation of Employee Benefit Plans. Mr. Buckley received his B.A. in History from the University of North Carolina at Chapel Hill and his J.D. from the University of North Carolina School of Law, where he was a member of the Board of Editors of the Law Review.

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