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CWC Submits Written Comments to the EEOC Supporting Agency’s Announced Intent To Seek Three-Year Extension of EEO-1 Component 1 Data Reporting Without Component 2 Pay Data Collection Provision

19-238 | 15 Nov 2019
The EEOC has announced that it wants to extend EEO-1 “Component 1” data reporting requirements for another three years, while also deciding not to extend the controversial Component 2 reporting, at least for now. CWC has filed written comments with the agency supporting its plan.

OFCCP Posts Supplemental Corporate Scheduling Announcement List Flagging 500 Contractor Establishments for VEVRAA Focused Reviews

19-237 | 15 Nov 2019
OFCCP has posted online the names of 500 federal contractor establishments that have been targeted for a “focused review” to determine compliance with Vietnam Era Veterans Readjustment Assistance Act requirements. Actual audits will probably not begin until early next year.

CWC’s Brief to NLRB in General Motors Argues That National Labor Relations Act Does Not Protect Racist and Sexist Speech at Work

19-236 | 15 Nov 2019
The NLRB is asking interested parties to weigh in on whether to change its standard that protects racially offensive speech when uttered in the context of exercising labor law rights, even where it conflicts with an employer’s nondiscrimination obligations and policies. CWC’s brief argues that it is indeed time to change the standard.

Federal Court, Ruling in New York v. U.S. Department of Health and Human Services, Strikes Down Trump Administration’s Controversial “Conscience Protection” Regulations

19-235 | 15 Nov 2019
Regulations issued by the U.S. Department of Health and Human Services to protect individuals from adverse action when they refuse to perform certain jobs based on religious or moral convictions were scheduled to go into effect next week. That won’t be happening as a result of a federal court ruling striking down the regulations.

MEMBER FEEDBACK REQUESTED: Western Region Update

19-234 | 15 Nov 2019
Our latest “CWC Interstate” looks at new state and local employment-related laws enacted within the country’s Western Region. Not surprisingly, most of the action has occurred in California.

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