With the recent publication of Form SD, the disclosure form that all companies subject to the Conflict Minerals Rule must file with the Securities and Exchange Commission (SEC), it is a good time to brush up on the Rule’s compliance requirements. Here are seven things companies should do to help ensure their compliance with the Conflict Minerals Rule.
As we previously reported, the Office of Federal Contract Compliance Programs (OFCCP) in August adopted new rules intended to improve job opportunities for veterans and persons with disabilities.
Over 80% of business correspondence was in the form of email in 2012, with 89 billion messages sent and received each day. This raises the very real and immediate possibility of security breaches arising from employee errors or illegal activities conducted via email — from within and/or outside an organization.
The Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act, which, among other things, forbids employers from treating job applicants and employees less favorably because of their religious beliefs.
The Equal Employment Opportunity Commission (EEOC) enforces the Age Discrimination in Employment Act of 1967 (ADEA). The Act forbids treating job applicants and employees less favorably because they are age 40 or older. Consequently, employers must not make decisions regarding hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits or any other term or condition of employment based on an individual's age.
A gym teacher has sued Trinity School in Manhattan alleging that the school violated anti-discrimination laws by firing him because he is a straight married man with children, and that his lesbian boss gave preferential treatment to younger, single females without children.
U.S. regulators signaled their intention to continue aggressive enforcement of anti-money laundering (AML) laws by using the Bank Secrecy Act — a law generally used to target large banks and financial institutions — to charge the owners of two companies that sell fake-hair products with AML violations. Shake-N-Go Fashion and Model Hair Fashion, which share the same owners, agreed to pay $15 million to settle allegations that they allowed customers to structure payments in a way that avoided federal reporting requirements.
Employers should re-examine their parental-leave policies in light of changing views of the father's role in the family. When considering such policies and whether they are unlawfully discriminatory, it is important to appreciate the difference between time off related to pregnancy and related medical conditions, on the one hand, and time off related to childcare on the other.
Survey data and federal statistics suggest that employers and employees are becoming less tolerant and accommodating of religious differences. The trend, if borne out, will have important legal implications for employers, especially those with diverse workforces.
Last year was a busy one for the U.S. Equal Employment Opportunity Commission (EEOC), according to a report by the law firm Seyfarth Shaw LLP. During the fiscal year ending September 30, 2013, the EEOC sharpened its focus on cases involving systemic discrimination and the Americans with Disabilities Act (ADA). However, the agency achieved mixed results in litigation and monetary penalties were down slightly from 2012.