EEOC Enforcement Guidance
- SUBJECT: Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq.
- PURPOSE: The purpose of this Enforcement Guidance is to consolidate and update the U.S. Equal Employment Opportunity Commission’s guidance documents regarding the use of arrest or conviction records in employment decisions under Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e et seq.
EXECUTIVE SUMMARY
The U.S. Equal Employment Opportunity Commission's (EEOC or Commission) Strategic Plan for Fiscal Years 2012 - 2016 directed the Commission to develop a Strategic Enforcement Plan (SEP) that (1) establishes priorities and (2) integrates all components of EEOC's private, public, and federal sector enforcement.1
In the wake of low employee engagement scores, executive leadership at Marsh–a global leader in insurance broking and risk management–committed to making the company a great place to work.
Leading the charge on this initiative was Ben Brooks, Marsh’s SVP and Global Director, Enterprise Communications and Colleague Engagement, and Laurie Ledford, Chief Human Resources Officer of parent company Marsh & McLennan Companies.
Read more: Case Study: Marsh Transforms Itself with Social Technology
Old habits are hard to die and so are the reasons why we think we need professional office buildings in this day and age. You will notice I did not say that we no longer need professional office buildings, it's only the reasons why we need them I am questioning. Therefore, let's proceed with my vision of professional office buildings in this brave new world we have been approaching and inching toward over the past 17 years: the new Virtual Organization World.
Read more: Vision of Professional Office Buildings in a Virtual Organization World
While the unemployment rate for African Americans fell substantially in January to 13.6 percent, it remains significantly higher than the 8.5 percent rate of November 2007, just prior to the recession. Aggregate numbers show that the African-American community as a whole has exhibited poorer labor market outcomes than other races even prior to the recession and during the recovery, demonstrating that they often face different and greater challenges.
Read more: White Paper : The African-American Labor Force in the Recovery
