The Equal Employment Opportunity Commission this week issued additional guidance clarifying how employers should handle employees returning to the workplace who have a preexisting medical condition that could place them at a higher risk for severe illness if they contract COVID-19.
As businesses begin preparing for the eventual re-opening of their workplaces, the Equal Employment Opportunity Commission today updated its list of coronavirus-related questions and answers to include a section on returning to work.
Littler Mendelson, a law firm specializing in employment issues, on Sunday wrote to the Department of Labor to convey feedback from ABA and other industry trade groups on how DOL should implement the Families First Coronavirus Response Act, which was signed into law in mid-March.
In a comment letter to the FDIC today, ABA offered support for a recent proposal to codify as regulation the agency’s statement of policy regarding the implementation of Section 19 of the Federal Deposit Insurance Act.
In testimony before a House Financial Services subcommittee today, American Bankers Association SVP Naomi Mercer highlighted the strides banks have made toward building a more diverse, equitable and inclusive workforce and discussed some of the challenges they face in this area.
The Department of Labor issued a final rule clarifying which types of compensation must be included in determining an employee’s “regular rate” of pay.
Outgoing ABA Chairman Jeff Szyperski issued a rallying call to bankers to “get [their]whole organization involved” in grassroots advocacy.
The Partnership to Protect Workplace Opportunity—a coalition of industry groups, including the American Bankers Association—this week expressed support for the Labor Department’s proposed clarifications of the types of payments and employee benefits that employers may exclude from the determination of the employee’s regular rate of pay.
The U.S. Equal Employment Opportunity Commission announced that it will require employers to submit EEO-1 survey data on employees’ pay and hours worked for both 2017 and 2018 by the Sept. 30, 2019, deadline.
A federal district court confirmed that the U.S. Equal Employment Opportunity Commission may delay to Sept. 30, 2019, the deadline for employers to submit EEO-1 survey data on employees’ pay and hours worked for 2018, according to reports today.