The Paley Rothman Blog
Paley Rothman shares this library of resources with clients and friends of the firm to help them stay ahead of legal and business developments and trends. Here, you will find helpful tips and tools written by our attorneys. The information in the blogs and articles is not a substitute for legal advice and should not be relied on as such. Should you have any questions or want legal advice, please contact the attorney who wrote the blog or article.
October 9, 2013
By
Hope Eastman on October 9, 2013
As we have previously reported, the Office of Federal Contract Compliance Programs (OFCCP) has issued new regulations supplementing government contractors’ obligations to engage in affirmative action. It is important to note that these regulations apply not only to prime contractors but also to certain subcontractors.
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October 8, 2013
By
Hope Eastman on October 8, 2013
In our last OFCCP-related blog, we reported on the new OFCCP regulations that require federal contractors and subcontractors for the first time to adopt quantifiable hiring goals for individuals with disabilities and hiring benchmarks for certain veterans.
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October 7, 2013
By
Hope Eastman on October 7, 2013
Just in time for the Labor Day holiday, the Office of Federal Contract Compliance Programs (OFCCP) on August 27, 2013 issued two sets of final regulations designed to enhance greatly employment opportunities for veterans and individuals with disabilities. These regulations (available here and here) were published in the Federal Register on September 24, 2013 and will go into effect on March 23, 2014.
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October 2, 2013
By
Jessica Summers on October 2, 2013
The October 1 deadline for Maryland employers to comply with the state’s new Reasonable Accommodations for Disabilities Due to Pregnancy Act (the “Act”) is here. All Maryland employers with 15 or more employees should promptly take steps to comply with the new law.
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August 16, 2013
Shortly before the EEOC v. Freeman case was decided, nine state attorneys general sent a letter to the Equal Employment Opportunity Commission (“EEOC”) challenging the EEOC’s position on the permissible use of criminal history background checks. In particular, the letter (found here[AU2] ) addressed the lawsuits filed by the EEOC against Dollar General and BMW Manufacturing Co., LLC (“BMW”) and those companies’ use of bright-line criminal background checks in the hiring process.
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