U.S. Commission on Civil Rights
Commission announces 2011 statutory enforcement project
Peer-to-Peer Violence and Bullying: Examining the Federal Response
On May 13, 2011, the Commission will hold a day-long briefing on peer-to-peer violence in K-12 public schools. The briefing will examine bullying and other types of peer-to-peer violence where students are targeted due to their race, national origin, religion, disability, gender, or LGBT-status. Student needs, promising programs, jurisdictional issues, and the enforcement efforts of the U.S. Departments of Education and Justice will be discussed.
The public is welcome to submit comments on this topic; the public record will remain open for 15 days following the briefing.
The Commission will issue a final report on this topic in September 2011.
http://www.usccr.gov/
Showing posts with label hearing. Show all posts
Showing posts with label hearing. Show all posts
Monday, April 25, 2011
Thursday, November 18, 2010
EEOC holds meeting on age discrimination among nation's older unemployed workers
MLive.com
Published: Thursday, November 18, 2010, 9:17 AM
Jackie Headapohl
At a meeting held yesterday, the U.S. Equal Employment Opportunity Commission heard testimony that age discrimination is causing the nation’s older workers to have a difficult time maintaining and finding new employment. The number and percentage of age discrimination charges filed with the EEOC have grown, rising from 16,548 charges — 21.8 percent of all charges — filed in fiscal year 2006, to 22,778 —24.4 percent — in fiscal year 2009.
Full Story: http://www.mlive.com/michigan-job-search/index.ssf/2010/11/eeoc_holds_meeting_on_age_discrimination.html
Published: Thursday, November 18, 2010, 9:17 AM
Jackie Headapohl
At a meeting held yesterday, the U.S. Equal Employment Opportunity Commission heard testimony that age discrimination is causing the nation’s older workers to have a difficult time maintaining and finding new employment. The number and percentage of age discrimination charges filed with the EEOC have grown, rising from 16,548 charges — 21.8 percent of all charges — filed in fiscal year 2006, to 22,778 —24.4 percent — in fiscal year 2009.
Full Story: http://www.mlive.com/michigan-job-search/index.ssf/2010/11/eeoc_holds_meeting_on_age_discrimination.html
Monday, November 15, 2010
EEOC to Explore Impact of Economy on Older Workers at Meeting on Wednesday, November 17
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
11-15-10
WASHINGTON – In order to examine the pressing problem of age discrimination in the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting to explore the impact of the current economic climate on older workers. The meeting will be held on Wednesday, Nov. 17 at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E. The Commission is scheduled to hear from the following invited panelists:
Panel 1: Impact of the Economy on Older Workers
William Spriggs, Assistant Secretary for Policy, U.S. Department of Labor
David Lopez, EEOC General Counsel
Jessie Williams, class member in EEOC v. Republic Services
Panel 2: Legal Issues
Mary Anne Sedey, Partner, Sedey Harper P.C.,
Michael Foreman, Clinical Professor, Pennsylvania State University Dickinson School of Law
R. Scott Oswald, Principal, The Employment Law Group
Panel 3: Employer Best Practices
Deborah Russell, Director, Workforce Issues, American Association of Retired Persons
Cornelia Gamlem, President, GEMS Group and Society for Human Resource Management
There will be a brief question-and-answer session with EEOC Commissioners following each panel discussion.
In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations. Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room.
The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/11-15-10b.cfm
PRESS RELEASE
11-15-10
WASHINGTON – In order to examine the pressing problem of age discrimination in the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting to explore the impact of the current economic climate on older workers. The meeting will be held on Wednesday, Nov. 17 at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E. The Commission is scheduled to hear from the following invited panelists:
Panel 1: Impact of the Economy on Older Workers
William Spriggs, Assistant Secretary for Policy, U.S. Department of Labor
David Lopez, EEOC General Counsel
Jessie Williams, class member in EEOC v. Republic Services
Panel 2: Legal Issues
Mary Anne Sedey, Partner, Sedey Harper P.C.,
Michael Foreman, Clinical Professor, Pennsylvania State University Dickinson School of Law
R. Scott Oswald, Principal, The Employment Law Group
Panel 3: Employer Best Practices
Deborah Russell, Director, Workforce Issues, American Association of Retired Persons
Cornelia Gamlem, President, GEMS Group and Society for Human Resource Management
There will be a brief question-and-answer session with EEOC Commissioners following each panel discussion.
In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations. Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room.
The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/11-15-10b.cfm
Monday, October 25, 2010
EEOC Public Meeting Explores the Use of Credit Histories as Employee Selection Criteria
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
10-20-10
Growing Practice Can Have Disparate Impact on African-Americans, Latinos; Are Not Predictive of Job Performance, Some Witnesses Say
WASHINGTON—The U.S. Equal Employment Opportunity Commission (EEOC) held a public Commission meeting today to hear testimony from representatives of various stakeholder groups as well as social scientists and the Federal Trade Commission on the growing use of credit histories as selection criteria in employment.
“High unemployment has forced an increasing number of people to enter or re-enter the job market,” said EEOC Chair Jacqueline A. Berrien. “As a result, an ever increasing number of job applicants and workers are being exposed to employment screening tools, such as credit checks, that could unfairly exclude them from job opportunities. Today’s discussion provided important input into our agency’s work to ensure that the workplace is made free of all barriers to equal opportunity.”
The Commission heard from a diverse set of experts. Chi Chi Wu of the National Consumer Law Center (NCLC) expressed grave concerns that the use of credit histories is mushrooming at the time of economic instability for many Americans, noting that the use of credit histories “create[s] a fundamental ‘Catch-22’ for job applicants,” especially during this period of high unemployment and high foreclosures, both of which have a negative impact on credit.” She observed, “You can’t re-establish your credit if you can’t get a job, and you can’t get a job if you’ve got bad credit.” This view was echoed by several of the witnesses.
Sarah Crawford of the Lawyers’ Committee for Civil Rights Under Law and Dr. Avis Jones-DeWeever from the National Council of Negro Women, explained that the use of credit histories in the employment context can have a disparate impact on a range of protected groups, including people of color, women, and people with disabilities. While the use of credit checks as employment screens increases, Crawford cited studies that show credit history is a poor predictor of job performance. Additionally, she pointed out that many credit reports are riddled with errors or incomplete information, a view that was echoed by Wu of the NCLC, making whatever predictive value they might have even less reliable.
Representatives from the business community—Michael Eastman of the U.S. Chamber of Commerce, Christine V. Walters of the Society of Human Resources Management (SHRM) and Pamela Quigley Devata of the law firm Seyfarth Shaw, LLP—told the Commission that the use of credit histories is permissible by law, limited in scope, and predictive in certain situations of reliability.
Walters of SHRM said that “13 percent of organizations conduct credit checks on all job candidates … [and] another 47 percent … consider credit history … for select jobs,” but for those employers, “credit histories are but one piece of the puzzle.” It is the experience of SHRM member companies that very few utilize credit histories for every single job opening. Devata asserted that the use of credit histories is driven, in part, by the need for background information on potential employees in a current environment when it is difficult to obtain any but the most basic information in job references.
However, Dr. Michael Aamodt, an industrial psychologist, said that although there is considerable research that supports the use of credit scores in making consumer decisions, there is little research exploring the implications of using credit checks in the employment context. Given the potential for discriminatory exclusion, he concluded that it would be wise to use an applicant’s credit history only within the context of a thorough background check.
This meeting is one of several throughout the year that will examine barriers to employment and their potential adverse impact on protected groups. The statements of all the panelists, along with their biographies, can be found on the EEOC’s website at http://www.eeoc.gov/eeoc/meetings/10-20-10/index.cfm. A complete transcript of the testimony will be posted later.
The EEOC enforces the nation’s laws against employment discrimination. More information is available on the Commission’s website at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/10-20-10b.cfm
PRESS RELEASE
10-20-10
Growing Practice Can Have Disparate Impact on African-Americans, Latinos; Are Not Predictive of Job Performance, Some Witnesses Say
WASHINGTON—The U.S. Equal Employment Opportunity Commission (EEOC) held a public Commission meeting today to hear testimony from representatives of various stakeholder groups as well as social scientists and the Federal Trade Commission on the growing use of credit histories as selection criteria in employment.
“High unemployment has forced an increasing number of people to enter or re-enter the job market,” said EEOC Chair Jacqueline A. Berrien. “As a result, an ever increasing number of job applicants and workers are being exposed to employment screening tools, such as credit checks, that could unfairly exclude them from job opportunities. Today’s discussion provided important input into our agency’s work to ensure that the workplace is made free of all barriers to equal opportunity.”
The Commission heard from a diverse set of experts. Chi Chi Wu of the National Consumer Law Center (NCLC) expressed grave concerns that the use of credit histories is mushrooming at the time of economic instability for many Americans, noting that the use of credit histories “create[s] a fundamental ‘Catch-22’ for job applicants,” especially during this period of high unemployment and high foreclosures, both of which have a negative impact on credit.” She observed, “You can’t re-establish your credit if you can’t get a job, and you can’t get a job if you’ve got bad credit.” This view was echoed by several of the witnesses.
Sarah Crawford of the Lawyers’ Committee for Civil Rights Under Law and Dr. Avis Jones-DeWeever from the National Council of Negro Women, explained that the use of credit histories in the employment context can have a disparate impact on a range of protected groups, including people of color, women, and people with disabilities. While the use of credit checks as employment screens increases, Crawford cited studies that show credit history is a poor predictor of job performance. Additionally, she pointed out that many credit reports are riddled with errors or incomplete information, a view that was echoed by Wu of the NCLC, making whatever predictive value they might have even less reliable.
Representatives from the business community—Michael Eastman of the U.S. Chamber of Commerce, Christine V. Walters of the Society of Human Resources Management (SHRM) and Pamela Quigley Devata of the law firm Seyfarth Shaw, LLP—told the Commission that the use of credit histories is permissible by law, limited in scope, and predictive in certain situations of reliability.
Walters of SHRM said that “13 percent of organizations conduct credit checks on all job candidates … [and] another 47 percent … consider credit history … for select jobs,” but for those employers, “credit histories are but one piece of the puzzle.” It is the experience of SHRM member companies that very few utilize credit histories for every single job opening. Devata asserted that the use of credit histories is driven, in part, by the need for background information on potential employees in a current environment when it is difficult to obtain any but the most basic information in job references.
However, Dr. Michael Aamodt, an industrial psychologist, said that although there is considerable research that supports the use of credit scores in making consumer decisions, there is little research exploring the implications of using credit checks in the employment context. Given the potential for discriminatory exclusion, he concluded that it would be wise to use an applicant’s credit history only within the context of a thorough background check.
This meeting is one of several throughout the year that will examine barriers to employment and their potential adverse impact on protected groups. The statements of all the panelists, along with their biographies, can be found on the EEOC’s website at http://www.eeoc.gov/eeoc/meetings/10-20-10/index.cfm. A complete transcript of the testimony will be posted later.
The EEOC enforces the nation’s laws against employment discrimination. More information is available on the Commission’s website at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/10-20-10b.cfm
Tuesday, October 19, 2010
OFCCP's Focus on Veterans Is Subject of House Subcommittee Hearing
U.S. Department of Labor
OFCCP
Some 30 percent of OFCCP's on-site reviews of federal contractors in FY 2010 turned up problems with the recruitment of veterans, Les Jin, OFCCP's deputy director, recently told members of the Subcommittee on Economic Opportunity of the House Veterans' Affairs Committee. Jin testified about the work OFCCP does to enforce the Vietnam Era Veterans' Readjustment Assistant Act (VEVRAA) and Section 503 of the Rehabilitation Act as it pertains to disabled veterans.
Especially disturbing was the agency's finding that some veterans for whom VEVRAA and Section 503 provide important civil rights protections are reluctant to disclose their veteran status when they work for or seek employment with federal contractors or subcontractors.
"Many of these young men and women are returning from battle with physical injuries, emotional trauma and a host of other challenges," Jin said. "They need re-entry services and some have told us they are afraid to disclose their status as a disabled veteran - and sometimes even their service - to their employers for fear of being discriminated against when hiring, compensation and promotion decisions are made."
OFCCP, in response to such concerns, is seeking to revise VEVRAA regulations to strengthen affirmative action programs and measure the effectiveness of federal contractors' equal employment opportunity efforts. Similar regulatory action is underway with Section 503 of the Rehabilitation Act.
Jin also described OFCCP's new outreach efforts to individual veterans and to community and advocacy groups who represent veterans' interests. "We are educating veterans about their rights in the job market. We are showing them how to identify discriminatory practices, and we are creating avenues for two-way communication between communities of veterans and OFCCP," he said.
Read the complete text of Deputy Director Jin's testimony at http://www.dol.gov/_sec/media/congress/20100929_Jin.htm
Monday, July 13, 2009
COMMISSION TO HOLD PUBLIC HEARING JULY 15 ON AGE DISCRIMINATION IN EMPLOYMENT
U.S. Equal Employment Opportunity Commission
Press Release
7/7/09
Panelists to Discuss Recent Controversial Supreme Court Decisions
WASHINGTON – In light of widespread layoffs, a significant spike in age discrimination charges, threats to employee benefits, and controversial recent court decisions, the U.S. Equal Employment Opportunity Commission (EEOC) will hold a public hearing Wednesday, July 15, 2009, at 10 a.m. (Eastern Time), at agency headquarters, 131 M St, NE, Washington, DC., to discuss age discrimination in employment.
Experts will discuss the results of age stereotyping on older workers’ ability to keep their jobs during layoffs or to find work afterwards and the effect of recent controversial Supreme Court decisions on enforcement of the Age Discrimination in Employment Act (ADEA). Panelists will suggest potential enforcement and policy solutions. In addition, representatives from recent ADEA cases will discuss their experiences. Finally, the Commission will issue a technical assistance document that explains terminated employees’ rights and obligations when offered severance pay in exchange for a waiver of discrimination claims.
In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations. Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room.
Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/abouteeoc/meetings/index.html .
NOTE TO NEWS MEDIA: You may phone (202) 663-7100 (voice) or (202) 663-4074 (TTY) on the day of the Commission hearing to confirm the above schedule.
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
Press Release
7/7/09
Panelists to Discuss Recent Controversial Supreme Court Decisions
WASHINGTON – In light of widespread layoffs, a significant spike in age discrimination charges, threats to employee benefits, and controversial recent court decisions, the U.S. Equal Employment Opportunity Commission (EEOC) will hold a public hearing Wednesday, July 15, 2009, at 10 a.m. (Eastern Time), at agency headquarters, 131 M St, NE, Washington, DC., to discuss age discrimination in employment.
Experts will discuss the results of age stereotyping on older workers’ ability to keep their jobs during layoffs or to find work afterwards and the effect of recent controversial Supreme Court decisions on enforcement of the Age Discrimination in Employment Act (ADEA). Panelists will suggest potential enforcement and policy solutions. In addition, representatives from recent ADEA cases will discuss their experiences. Finally, the Commission will issue a technical assistance document that explains terminated employees’ rights and obligations when offered severance pay in exchange for a waiver of discrimination claims.
In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations. Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room.
Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/abouteeoc/meetings/index.html .
NOTE TO NEWS MEDIA: You may phone (202) 663-7100 (voice) or (202) 663-4074 (TTY) on the day of the Commission hearing to confirm the above schedule.
The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
Sunday, April 19, 2009
COMMISSION TO MEET APRIL 22 ON CAREGIVER BIAS
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
4-16-09
Panelists to Discuss Work-Life Balance in an Economic Downturn; EEOC to Issue Employer Best Practices Document
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting at 10 a.m. (Eastern Time), Wednesday, April 22, to address best practices to avoid discrimination against workers with caregiving responsibilities. The meeting, at agency headquarters, 131 M Street, N.E., is open for public observation of the Commission’s deliberations, in accordance with the Sunshine Act.
Following the announcement of notation votes, the Commission is scheduled to hear from invited expert panelists on the importance of caregiver-friendly workplace policies in economic hard times. The panelists are:
Cynthia Calvert, Deputy Director, The Center for WorkLife Law
Karen Minatelli, Director of Work and Family Programs, National Partnership for Women and Families
Heather Boushey, Senior Economist, Center for American Progress
Jeff Norris, President, Equal Employment Advisory Council
Prior to the panel presentation, the EEOC Office of Legal Counsel will present a new document, Employer Best Practices for Workers with Caregiving Responsibilities. The new document, which will be released to the public at the meeting, will supplement formal guidance issued by the Commission in 2007 on how EEOC-enforced laws apply to employees with caregiving responsibilities.
Any matter not discussed or concluded may be carried over to a later meeting. The Commission agenda is subject to revision. You may call (202) 663-7100 (voice) or (202) 663-4074 (TTY) on the day of the Commission Meeting to confirm the above schedule.
The EEOC enforces federal laws prohibiting employment discrimination. Additional information about the Commission is available on its web site at www.eeoc.gov.
PRESS RELEASE
4-16-09
Panelists to Discuss Work-Life Balance in an Economic Downturn; EEOC to Issue Employer Best Practices Document
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting at 10 a.m. (Eastern Time), Wednesday, April 22, to address best practices to avoid discrimination against workers with caregiving responsibilities. The meeting, at agency headquarters, 131 M Street, N.E., is open for public observation of the Commission’s deliberations, in accordance with the Sunshine Act.
Following the announcement of notation votes, the Commission is scheduled to hear from invited expert panelists on the importance of caregiver-friendly workplace policies in economic hard times. The panelists are:
Cynthia Calvert, Deputy Director, The Center for WorkLife Law
Karen Minatelli, Director of Work and Family Programs, National Partnership for Women and Families
Heather Boushey, Senior Economist, Center for American Progress
Jeff Norris, President, Equal Employment Advisory Council
Prior to the panel presentation, the EEOC Office of Legal Counsel will present a new document, Employer Best Practices for Workers with Caregiving Responsibilities. The new document, which will be released to the public at the meeting, will supplement formal guidance issued by the Commission in 2007 on how EEOC-enforced laws apply to employees with caregiving responsibilities.
Any matter not discussed or concluded may be carried over to a later meeting. The Commission agenda is subject to revision. You may call (202) 663-7100 (voice) or (202) 663-4074 (TTY) on the day of the Commission Meeting to confirm the above schedule.
The EEOC enforces federal laws prohibiting employment discrimination. Additional information about the Commission is available on its web site at www.eeoc.gov.
Wednesday, September 24, 2008
Senate Democrats Hold Hearing on Pay Equity for Women
CNSNews.com
Wednesday, September 24, 2008
By Fred Lucas, Staff Writer
Capitol Hill (CNSNews.com) – Lilly Ledbetter, a former Goodyear Tire plant manager who became a cause célèbre among advocates of gender pay-equity issues, told the Senate Judiciary Committee Tuesday that she has become a second-class citizen. At one point in the hearing, the committee chairman echoed a line from an ‘Obama for President’ television ad, criticizing Republican presidential candidate John McCain’s position on the issue. “My retirement is based on what I earned,” Ledbetter told the panel. “This means I’m treated like a second-class citizen all of my life because that never changes.” Ledbetter lost a pay discrimination lawsuit against Goodyear after the U.S. Supreme Court ruled that she filed the complaint too late. She retired after working 19 years at the Goodyear plant in Gadsden, Ala. The high court said that, under the 1964 Civil Rights Act, an employee must sue within 180 days regarding alleged pay discrimination. Speaking to a group of mostly Democratic senators – some of whom were quick to make electioneering statements – Ledbetter had a sympathetic audience. Senate Democrats introduced the Lilly Ledbetter Fair Pay Restoration Act this year. If passed, the law would extend the limit on how long an employee can wait before suing an employer for pay discrimination. The bill was stopped by a Republican-led filibuster. Of the two presidential candidates, Sen. Barack Obama (D-Ill.) voted for cloture so the bill could come up for a final vote, while Sen. John McCain (R-Ariz.) was not present during the vote but voiced his opposition. Echoing a line from an Obama campaign ad, Senate Judiciary Chairman Patrick Leahy (D-Vt.) referred to McCain, saying, “One senior senator, who didn’t show up to vote on the act, said quote ‘women just need more education and job training.’” Ledbetter said she was “strongly offended” by the McCain statement and that she frequently took continuing education courses while working for Goodyear. [To read the entire story, go to: http://www.cnsnews.com/public/content/article.aspx?RsrcID=36189 ]
Wednesday, September 24, 2008
By Fred Lucas, Staff Writer
Capitol Hill (CNSNews.com) – Lilly Ledbetter, a former Goodyear Tire plant manager who became a cause célèbre among advocates of gender pay-equity issues, told the Senate Judiciary Committee Tuesday that she has become a second-class citizen. At one point in the hearing, the committee chairman echoed a line from an ‘Obama for President’ television ad, criticizing Republican presidential candidate John McCain’s position on the issue. “My retirement is based on what I earned,” Ledbetter told the panel. “This means I’m treated like a second-class citizen all of my life because that never changes.” Ledbetter lost a pay discrimination lawsuit against Goodyear after the U.S. Supreme Court ruled that she filed the complaint too late. She retired after working 19 years at the Goodyear plant in Gadsden, Ala. The high court said that, under the 1964 Civil Rights Act, an employee must sue within 180 days regarding alleged pay discrimination. Speaking to a group of mostly Democratic senators – some of whom were quick to make electioneering statements – Ledbetter had a sympathetic audience. Senate Democrats introduced the Lilly Ledbetter Fair Pay Restoration Act this year. If passed, the law would extend the limit on how long an employee can wait before suing an employer for pay discrimination. The bill was stopped by a Republican-led filibuster. Of the two presidential candidates, Sen. Barack Obama (D-Ill.) voted for cloture so the bill could come up for a final vote, while Sen. John McCain (R-Ariz.) was not present during the vote but voiced his opposition. Echoing a line from an Obama campaign ad, Senate Judiciary Chairman Patrick Leahy (D-Vt.) referred to McCain, saying, “One senior senator, who didn’t show up to vote on the act, said quote ‘women just need more education and job training.’” Ledbetter said she was “strongly offended” by the McCain statement and that she frequently took continuing education courses while working for Goodyear. [To read the entire story, go to: http://www.cnsnews.com/public/content/article.aspx?RsrcID=36189 ]
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