The OFCCP’s updated sex discrimination guidelines, called the Final Rule, “Discrimination on the Basis of Sex”, clarifies the connection between Title VII Civil Rights law, and OFCCP”S regulations. The Final Rule, according to OFCCP’s Fact Sheet, facilitates contractors’ understanding and compliance with Title VII, which results in a possible reduction in contractor costs as well as an increase in labor-market efficiency. The Final Rule is necessary to ensure contractors are consistent with today’s workplace culture and challenges. It prohibits contractors and subcontractors from discriminating against employees and applicants based on their religion, race, color, national origin, sex, sexual orientation, and gender identity (protected classes). The Rule makes clear that discrimination of the protected classes includes issues related to hiring, promotions, recruitment, job assignments, training, benefits, pay, and discipline, as well as harassment.
This training will focus on the skills necessary to navigate the many workplace regulations that can impact Employers by arming them with the fundamentals of Family Medical Leave Act (FMLA), American with Disabilities Act (ADA), American with Disabilities Act Addendum (ADAA), Occupational Safety and Health Act (OSHA). Then and only then can Employers feel confident about juggling all these regulations without making decisions that can impact negatively on employees and the organization. When you add strict guidelines of Workers Compensation claims and the financial impact of high volume claims versus safety in the workplace, we need to provide Employers with as much awareness, tools and strategies to reduce risk and increase confidence. This training provides the necessary level of knowledge of compliance initiatives and resources that can assist HR professionals, supervisors and Employers in ensuring effective workplace compliance.
It’s confusing isn’t it? How are we supposed to keep it all straight when there are times when the legal requirements of both FMLA and the ADAAA are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse.
An employee handbook is a written and/or electronic document outlining the benefits and responsibilities of the employment relationship. The purpose of the handbook is much more complex and powerful than employers may realize. This webinar will outline the steps to developing an employee handbook that will treat employees consistently and provide legal protection when an employment relationship runs into issues.