The Equal Employment Opportunity Commission (EEOC), like many other government agencies, is re-evaluating its priorities and methods in light of budget cuts.
With the release of a draft of the agency's Strategic Enforcement Plan, there are some indications of what areas it will focus on, BLR reports. Businesses should expect to see some efforts concentrated on issues surrounding the Americans with Disabilities Act, which may concern the requirement that employers offer "reasonable accommodation" to employees with disabilities. That might include granting leave as an exception to blanket attendance policies, or reassigning workers who become disabled to vacant positions that they are suited to.
HR compliance matters to stay particularly aware of might also include issues of discrimination based on race or sex. In the latter case, emerging issues include gender identity concerns and employment practices that reflect sex stereotyping. Passing over female employees with young children for promotion due to the assumption that childcare responsibilities will interfere with their work or allowing a worker's sex to inappropriately affect decisions concerning leave are examples of transgressions regulators may look for.
Among other measures, such as reviewing hiring, leave and disability policies, employers should stay aware of legal developments concerning social media use and access when evaluating current or prospective employees.
