Trends In EEO and Discrimination
Employment Discrimination  <ul><li>Governed by  </li></ul><ul><li>Federal laws, regulations </li></ul><ul><li>State laws, ...
Federal Government  <ul><li>The number of discrimination charges continues to be  large. In 2011, 99,947 cases were filed ...
Other Protected Groups  <ul><li>Federal law prohibits discrimination on the basis of veteran status or liability for servi...
Increasing Costs  <ul><li>The cost of settling the top 10 class action discrimination suits in 2010 was over $346 million,...
ADAAA <ul><li>The ADA Amendments Act passed in 2008 went into effect in 2009 </li></ul><ul><li>The ADAAA broadened the def...
GINA <ul><li>The Genetic Information Non-discrimination Act (GINA) signed into law in 2008 went into effect in November, 2...
Other  Laws and Requirements  <ul><li>States and local governments may have their own laws against employment discriminati...
New Jersey  <ul><li>Very employee-friendly  </li></ul><ul><li>Additional protected classes: marital status, sexual orienta...
Have you covered …  <ul><li>Sexual and other workplace harassment prevention training for all staff members </li></ul><ul>...
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Trends in discrimination claims

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A quick update on trends in discrimination claims for NJ small business owners

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Trends in discrimination claims

  1. 1. Trends In EEO and Discrimination
  2. 2. Employment Discrimination <ul><li>Governed by </li></ul><ul><li>Federal laws, regulations </li></ul><ul><li>State laws, regulations </li></ul><ul><li>Local and municipal ordinances/codes </li></ul>
  3. 3. Federal Government <ul><li>The number of discrimination charges continues to be large. In 2011, 99,947 cases were filed with the EEOC in the following major categories: </li></ul>Source: www.eeoc.gov <ul><li>Age </li></ul>23,465 <ul><li>Religion </li></ul>4,151 <ul><li>Disability </li></ul>25,742 <ul><li>Sex </li></ul>28,534 <ul><li>Nat’l Origin </li></ul>11,833 <ul><li>Equal Pay </li></ul>919 <ul><li>Race </li></ul>35,395 <ul><li>Retaliation </li></ul>37,334
  4. 4. Other Protected Groups <ul><li>Federal law prohibits discrimination on the basis of veteran status or liability for service in the United States Armed Forces </li></ul><ul><li>Whistleblowers are also a federally protected group </li></ul><ul><li>Federal law also prohibits discrimination based on genetic information </li></ul>
  5. 5. Increasing Costs <ul><li>The cost of settling the top 10 class action discrimination suits in 2010 was over $346 million, more than four times more than in 2009. </li></ul><ul><li>Recent settlements </li></ul><ul><ul><li>3M (8/2011) - $3 million (age discrimination) </li></ul></ul><ul><ul><li>Wells Fargo (6/11) - $32 million (sex discrimination) </li></ul></ul><ul><ul><li>Roadway Express (9/2010) - $10 million (racial harassment) </li></ul></ul><ul><ul><li>Eastman Kodak (9/2010) - $21 million (race discrimination) </li></ul></ul>
  6. 6. ADAAA <ul><li>The ADA Amendments Act passed in 2008 went into effect in 2009 </li></ul><ul><li>The ADAAA broadened the definition of the term “disability” </li></ul><ul><li>Rejected court interpretations and a portion of the EEOC regulations that interpret the employment section of ADA </li></ul>
  7. 7. GINA <ul><li>The Genetic Information Non-discrimination Act (GINA) signed into law in 2008 went into effect in November, 2009. </li></ul><ul><ul><li>Final regulations in effect in January, 2011 </li></ul></ul><ul><ul><li>Prohibits discrimination on the basis of genetic information in health insurance and employment </li></ul></ul><ul><ul><li>Over 200 EEOC complaints in 2011 </li></ul></ul><ul><ul><li>Requires posting </li></ul></ul><ul><ul><li>Employers advised to discontinue requests to applicants and employees for family medical history except in the limited circumstances permitted in connection with a wellness or disease management program </li></ul></ul>
  8. 8. Other Laws and Requirements <ul><li>States and local governments may have their own laws against employment discrimination. They differ from Federal law in </li></ul><ul><li>Protected classes </li></ul><ul><li>Court procedures </li></ul><ul><li>Court interpretations </li></ul>
  9. 9. New Jersey <ul><li>Very employee-friendly </li></ul><ul><li>Additional protected classes: marital status, sexual orientation, certain genetic conditions, domestic partnership status, transgender identity </li></ul><ul><li>Different approaches to discrimination based on age </li></ul><ul><li>Different approaches to whistleblower protection </li></ul><ul><li>Longer time limit for filing charges </li></ul><ul><li>Different Court interpretations (e.g., Gaines v. Bellino) </li></ul>
  10. 10. Have you covered … <ul><li>Sexual and other workplace harassment prevention training for all staff members </li></ul><ul><li>Requirements for CEPA poster and notification </li></ul><ul><li>Requirements for USERRA poster </li></ul><ul><li>Addition of domestic partnerships to your EEO policy </li></ul><ul><li>Addition of GINA </li></ul><ul><li>ADAAA impact on your procedures </li></ul>

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