The following 2 case study reports provide real-world examples of employers found to be in violation of Equal Employment Opportunity (EEO) laws or in violation of the Family and Medical Leave Act (FMLA). The case studies include snapshots of violations and general guidance on how employers can prevent similar issues. Employers can examine these case studies to learn from the mistakes of others and avoid costly violations.
2024 EEOC Violations – The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal equal employment opportunity (EEO) laws that protect job applicants and employees from discrimination because of an individual’s race, color, religion, sex, national origin, age (40 or older), disability or genetic information. The EEOC frequently enforces these laws through lawsuits and other legal action. Most employers with at least 15 employees are covered by EEO laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. Employers who do not comply with EEO laws can find themselves in complicated legal situations or on the hook for significant monetary penalties. Therefore, it is critical for employers to understand how their workplace actions may apply to EEO laws.
Read more: 2024 EEOC Violations
Insights into FMLA Violations – The U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) administers and enforces the Family and Medical Leave Act (FMLA) for employees of covered employers. The FMLA applies to private employers who employ 50 or more employees in 20 or more workweeks in the current or preceding calendar year, as well as all public agencies— including federal, state and local employers—and local education agencies. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. This law was enacted so employees could address serious and potentially unexpected life circumstances without risking their jobs.
Read more: Insights into FMLA Violations
Contact us with any questions about EEO or FMLA compliance.