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OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.

The Equal Employment Opportunity Commission (EEOC) unveiled their proposed “Enforcement Guidance on Harassment in the Workplace” in the federal register on October 2, 2023. This eagerly anticipated update comes after the initial release for public comment in 2017 was never finalized. While employers await the final approved guidance, they are advised to adhere to the current guidance issued on May 1, 1987.

EEO-1 Component 1 Instruction Booklet is now available; filing period ends December 5, 2023.

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees. 

Resources are offered by the DOL, OFCCP, and EEOC to support employers’ efforts in meeting obligations under Section 503 of the Rehabilitation Act and the Americans with Disabilities Act (ADA).

The Equal Employment Opportunity Commission (EEOC) has issued a Notice of Public Rulemaking (NPRM) with the unpublished proposed rule in the Federal Register implementing the Pregnant Workers Fairness Act (PWFA). PWFA does not replace or preempt other federal, state, or local laws protecting pregnancy, childbirth, or related medical conditions. 

At its best, artificial intelligence is the world’s most informative and efficient assistant.The ability to gather information, lend knowledge, sort data, source figures, and scale endlessly at a moment’s notice is an employer’s dream. But, as contractors learned at the NILG Conference, the federal government foresees a significant risk to equal employment opportunity if the technology is embraced too quickly or haphazardly. AI has the potential to both exacerbate and mitigate discrimination in hiring, depending on how it is developed and deployed.

The OFCCP’s major priorities were showcased at the recent National Industry Liaison Group (NILG) conference in Phoenix. Acting Director Michelle Hodge identified the agency’s policies and initiatives to protect the rights and well-being of individuals from marginalized communities who often face discrimination, inequality, and limited access to resources. With the goal of ensuring fair treatment of these individuals, four programs were presented during NILG.

OutSolve’s EEO colleague, Toni Ahl, is an occasional contributor to our blog. The views, thoughts, and opinions expressed in this article belong solely to Toni and do not necessarily reflect the viewpoint of OutSolve or its employees.