How to (not micro-)Manage Your EEO Obligations

Posted by Naomi Hackenberg on August 11, 2011

At the recent National ILG Conference, FortneyScott and WorkPlace HR presented a session entitled “You Can’t Unring the Bell: How to Really Prepare for a Compliance Review.” Of the practical tips for avoiding common EEO and Affirmative Action pitfalls, we particularly emphasized the need for EEO practitioners to integrate themselves into various departments throughout the organization. I know what you’re thinking: “Have you seen my calendar?” “Do you know how many meetings I already attend?” “Do you hear that constant chirruping? That’s my BlackBerry notifying me of the emails I’m missing while I’m reading this.” Hear me out.

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It's Time for Midyear Monitoring

Posted by Naomi Hackenberg on June 16, 2011

It’s that time of year already: hot days, barbecues, swimming pools, and (drumroll, please…) midyear monitoring of your Affirmative Action Programs! Amidst all the hubbub of summer, it’s easy to let periodic internal audits (or midyear monitoring in our lingo) slide to the bottom of your work agenda. But you shouldn’t. Out of the many EEO and Affirmative Action obligations that federal contractors have, midyear monitoring is really designed to help you meet your obligations.

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The New ADA: A Backdoor Expansion of the FMLA?

Posted by Burton J. Fishman on May 09, 2011

You have to wonder why Congress and the EEOC have given so much time and attention to including ailments and major life activities in the list of presumptive disabilities that have never been considered either major or disabling.  One explanation is to think about what’s going on as much in terms of the FMLA as the ADA.  Take reproductive functions, for example.

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