The Equal Employment Opportunity Commission is soliciting public comments on two proposed policy changes that could have a significant impact on employers. The agency plans to require companies with 100 or more employees to include pay data as part of their Employer Information Report (EEO-1) form submissions, and issue enforcement guidance on unlawful retaliation.
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- EEOC’s Proposed Guidance Broadens Scope of Unlawful Retaliation (Smith Debnam Narron Drake Saintsing & Myers LLP)
- EEOC Proposes Updated Guidance to Address Increasing Number of Retaliation Claims (Wyatt Tarrant & Combs LLP)
- EEOC Retaliation Guidance, Part 3: A “causal connection” checklist for employers (Constangy Brooks Smith & Prophete LLP)
- EEOC Seeks to Expand Retaliation Claims in Proposed Enforcement Guidance - Public Input Sought (Hunton & Williams LLP)
- EEOC’s Proposed (Anti) Retaliation Guidance: Is Your Whistleblower Response System Ready? (Littler Mendelson PC)
- EEOC Releases New Guidance on Retaliation (Manatt Phelps & Phillips LLP)
- Employers Are Put On Notice: EEOC Issues Proposed Retaliation Guidance (Akerman LLP)
- EEOC Ratchets Up Focus On Retaliation: EEOC Publishes First New Enforcement Guidance on Retaliation In Nearly Two Decades (Orrick, Herrington & Sutcliffe LLP)
- EEOC Retaliation Guidance, Part 1: You gotta be “protected”! (Constangy Brooks Smith & Prophete LLP)
- EEOC guidance on retaliation: make it easier for employees to prove their case (Reed Smith LLP)