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EEO-1 Component 2 Filing Update: Online Filing Portal Now Updated To Permit Use of Popular Data File Upload

19-168 | 16 Aug 2019
As expected, the EEOC this week updated its online portal for the filing of EEO-1 “Component 2” data reports to allow covered filers to use the “data file upload” method. The Component 2 reports have to be filed with the EEOC by September 30.

OFCCP Names Ombud, Marcus Stergio, Who Will Now Design, Implement, and Execute Agency’s Previously Announced Ombud Service

19-167 | 16 Aug 2019
Last year, OFCCP announced that it was creating an Ombud Service to help “facilitate the fair and equitable resolution” of concerns raised by federal contractors. The agency has now hired an Ombud, and his initial task will be to get the service up and running.

MEMBER FEEDBACK REQUESTED: City of Chicago Adopts Nation’s Most Expansive “Predictable Scheduling” Law to Date

19-166 | 16 Aug 2019
Beginning on July 1 of next year, employers in seven different industries doing business in Chicago will have to post work schedules for covered regular and on-call employees 10 days in advance of the workweek. Our memo provides the details.

Federal Appeals Courts Are Nearing Consensus That Plaintiff Must Show an Adverse Employment Action When Asserting an ADA Failure-To-Accommodate Claim

19-165 | 16 Aug 2019
A plaintiff alleging a failure-to-accommodate claim under the Americans with Disabilities Act will frequently – but not always – point to an accompanying adverse action, such as a termination. Our review of the developing case law suggests that the federal courts are getting close to uniformly requiring a plaintiff to show an adverse action in order to sustain a failure-to-accommodate claim.

USERRA Ruling by Sixth Circuit in Hickle v. AMC Serves as Reminder of Nondiscrimination Protection Afforded to Uniformed Service Members

19-164 | 16 Aug 2019
Although it doesn’t get a lot of attention, the Uniformed Services Employment and Reemployment Rights Act protects a member of the armed services from discrimination based on his or her service. This recent ruling illustrates how a manager’s anti-military bias can get an employer into trouble.

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