In recent years, the EEOC has focused intensely on employers’ leave policies, alleging that many companies’ leave policies violate the ADA, and has filed numerous lawsuits over the past several years. In a press release following a large settlement with Verizon Wireless for $20 million, the EEOC stated, “an inflexible leave policy may deny workers with disabilities a reasonable accommodation to which they’re entitled by law — with devastating effects.”

Election years often bring a flurry of legislative and regulatory activity. This first of a two-part series will describe some key changes in federal regulations that may make it harder, more costly, and less efficient for employers to run their organizations.

Record keeping laws can be complicated and can even conflict with one another, but failure to comply can expose the company to government investigations, lawsuits, and monetary penalties.

In order to avoid problems, companies need to follow a few best practices to execute employment agreements that will help both employers and employees achieve their goals, and that will stand up to court challenges.

Considering some alarming recent practices, employers need to understand current U.S. Equal Employment Opportunity Commission (EEOC) actions and trends and what areas may leave them particularly vulnerable to scrutiny.

The Obama Administration and its union and academic supporters dislike some of the methods by which manufacturers and distributors manage the supply chain. The Administration distrusts the shift of “non-core functions” from large manufacturers to specialized companies and more closely scrutinizes supply chains.

The U.S. Equal Employment Opportunity Commission (EEOC) and now some courts are considering obesity a disability, and employees who are severely overweight may qualify for protections under the Americans with Disabilities Act (ADA).

One of 2013’s hallmarks in the labor and employment field is the aggressive stance taken by the Equal Employment Opportunity Commission (EEOC), which enforces federal anti-discrimination laws. One of the EEOC’s areas of focus has been the use of background checks, especially criminal history.