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Showing posts for: Karen Davis

Feb 19 2013
Q&A

Applicant’s disclosure of scheduling conflict with Sabbath raises concerns

Q: During a job interview, an applicant disclosed that he isn’t available to work on Sundays because of his religion. This position sometimes requires weekend work. How should I have responded in the interview? Can I reject him for the job? A: When this applicant raised a religious issue during your interview, the safest approach…

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Jan 25 2013
Labor Relations

Alert: Recent NLRB appointments invalid, says D.C. Circuit Court of Appeals

The President didn’t have the power to appoint three people to the National Labor Relations Board on January 4, 2012, ruled the District of Columbia Circuit U.S. Court of Appeals. The court’s ruling throws serious doubt on the validity of recent Board decisions, many of which have been highly controversial. The court determined that the…

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Jan 10 2013
Affirmative ActionCalifornia

Affirmative Action: Meat-packer to pay nearly $440,000 to settle sex discrimination case

Clougherty Packing Co., a subsidiary of Hormel Food Corp. located in Los Angeles, has agreed to pay $439,538 in back pay and interest to 1,988 female applicants who were rejected for entry-level jobs at its meat-packing plant. The company holds a federal contract with the Department of Agriculture; its products include “Dodger Dogs” which are…

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Jan 03 2013
Uncategorized

EEOC issues religious accommodation guidance on non-employees

If you are in the health care industry and you have a mandatory vaccination policy, you’ll want to read up on guidance recently issued by the federal Equal Employment Opportunity Commission (EEOC) explaining its position on whether you have an obligation to reasonably accommodate the sincerely held religious beliefs of contractors, outside vendors, volunteers and…

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Dec 17 2012
Affirmative Action

Affirmative Action: New process for functional affirmative action plans

The Office of Federal Contract Compliance Programs (OFCCP) has revised the approval process for creating or maintaining optional functional affirmative action plans (AAPs). Unlike traditional AAPs, which are organized by location, functional AAPs allow employers with federal contracts to organize their data and reports by business unit (e.g., research and development, production, sales, etc.). The…

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Nov 09 2012
Drug and AlcoholEmployee BenefitsLeave Laws

Alert: Initiatives on recreational marijuana and same-sex marriage raise questions for employers(WA)

Now that Washington voters have voted to legalize recreational marijuana use (I-502) and endorse same-sex marriage (R-74), employers have been asking whether these laws will impact their employment policies. Here’s Vigilant’s take on these two issues. Recreational marijuana use We don’t expect I-502 to affect employers’ ability to enforce their drug policies. The new law…

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Aug 22 2012
Labor Relations

NLRB attacks “at-will” disclaimers in employee handbooks

Reports have surfaced recently that a National Labor Relations Board office in Phoenix has filed unfair labor practice charges against nonunion employers with overly broad “employment at will” language in their employee handbooks. The local Board office objected to statements that employees’ at-will status couldn’t be modified, or could only be modified if a senior…

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