2023's most important HR compliance issues (featuring EEOC Commissioner Andrea Lucas)!!!

Описание: 0:00 Introduction
2:35 EEOC Leadership
6:08 New EEOC Guidance
8:45 EEOC's Proposed Strategic Enforcement Plan
11:41 Protecting Vulnerable Workers
16:59 Artificial Intelligence (AI)
21:43 Pregnant Workers Fairness Act
29:30 Overbroad Agreements
35:05 COVID-19 Claims
37:43 Religious Accommodations and SCOTUS
52:40 Religion and LGBT Rights
57:05 Takeaways, Plus, and Thank you!

Over the past few years, employers encountered a spate of religious accommodations requests from employees seeking religious exemptions from getting the COVID-19 vaccine. Recently, plaintiffs filed a series of new lawsuits against a national drugstore chain, accusing it of failing to accommodate the religious beliefs of employees who objected to prescribing contraceptives and abortifacient drugs. Then, the Supreme Court agreed to reexamine Title VII’s undue hardship standard, which may soon require more than a de minimis cost to the employer.

With so much going on with religious discrimination, the timing is perfect for welcoming EEOC Commissioner Andrea Lucas as a guest on The Employer Handbook Zoom Office Happy Hour.

The #employmentlaw and #religiousfreedom hashtags in her LinkedIn bio lead me to believe that there may be no one better than Commissioner Lucas, a former management-side employment lawyer, to expound upon these issues and how they may impact businesses.

Beyond religious discrimination, Commissioner Lucas and I discussed the EEOC’s proposed enforcement priorities for 2023 and beyond, which include the following:

✅Protecting more vulnerable workers from discrimination, such as people with intellectual and developmental disabilities, individuals with arrest or conviction records, LGBTQI+ individuals, temporary workers, older workers, individuals employed in low-wage jobs, and persons with limited literacy or English proficiency;

✅Reversing employer use of artificial intelligence to target job advertisements, recruit applicants, or make or assist in hiring decisions where such systems intentionally exclude or adversely impact protected groups;

✅Protecting individuals affected by a pregnancy, childbirth, and related medical conditions and pregnancy-related disabilities, and enforcing the provisions of the newly enacted Pregnant Workers Fairness Act, which requires employers to make reasonable accommodations for those affected by a pregnancy, childbirth, and related medical conditions

✅Addressing discrimination influenced by or arising as backlash in response to COVID-19 and other local, national, or global events; and

✅Preserving access to the legal system by focusing on overly broad waivers, releases, non-disclosure agreements, or non-disparagement agreements.

CONNECT with Commissioner Lucas on LinkedIn:   / andrea-lucas-a5b27513  

AND HERE'S MY INFORMATION
Blog: https://www.theemployerhandbook.com/
Facebook:   / theemployerhandbook  
Twitter:   / eric_b_meyer  
LinkedIn:   / emeyer  
Bio: https://www.fisherbroyles.com/people/...
My Law firm: http://www.FisherBroyles.com

LIVE CHAT DISCLAIMER: Commissioner Lucas only speaks for herself and not the EEOC. We try to answer questions without saying "it depends," which we all know is impossible since we're lawyers. Also, we're not creating attorney-client privilege between us. And we're not providing specific advice, legal or otherwise. (My clients pay for actual legal advice.)