April 2014 marks the third annual Workplace Violence Awareness Month, an observance aimed at raising public awareness of one of the top four causes of workplace fatalities.
Employment is heavily regulated in the U.S., where it is illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because he or she made a discrimination complaint, filed a charge of discrimination, or participated in an employment-discrimination investigation or lawsuit.
Americans with Disabilities Act (ADA) compliance can be challenging, as employers attempt to decipher whether a specific situation falls under the definitions of the law, such as when they must provide accommodations to an employee with a disability; what type of accommodation is ADA-compliant; and what functions of a job are considered "essential." Fortunately, a federal court in Florida recently provided some guidance with respect to whether an employee's regular, reliable attendance is an essential function of the job.
North American companies lag behind the rest of the world when it comes to implementing anti-bribery training and policies, according to recent statistics from The Conference Board Inc.(TCB).
The Department of Health and Human Services’ Office for Civil Rights (OCR) recently announced it will resume its HIPAA compliance audit program — launched as a pilot program in 2012 — on a permanent basis in 2014. In preparation, OCR is undertaking a survey of 1,200 organizations to determine appropriate audit candidates by gathering information on the size, complexity and fitness of respondents for an audit.
The hiring process is heavily regulated in the United States. For this reason, employers and hiring managers must be mindful of the state and federal statutes that dictate acceptable interviewing practices. WeComply, a Thomson Reuters business, developed the following infographic to help organizations understand how to avoid inappropriate interview questions.
Religious diversity in the workplace is fast becoming a hot issue for the Equal Employment Opportunity Commission (EEOC). Accordingly, the agency answered questions about the application of federal employment discrimination law to religious dress and grooming practices in its recently released guidance for employers.
The Foreign Corrupt Practices Act (FCPA) prohibits giving or offering anything of value to any foreign official with a corrupt intent to assist in obtaining or retaining business. Enforcement of FCPA compliance by the Department of Justice (DOJ) has been particularly active in recent years, making companies increasingly wary of carrying out business transactions with foreign officials.
On March 7, 2014, a key section of the Violence Against Women Act (VAWA) went into effect, imposing new obligations on colleges and universities for the handling of sexual misconduct on campus. The Campus Sexual Violence Elimination Act (SaVE Act) enhances the Clery Act in an effort to improve the way in which colleges and universities address and respond to incidents of sexual violence on campus.
Employment is heavily regulated in the U.S., where it is illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.