This month, Jon Vegosen briefs us on important legal developments related to Equal Employment Opportunity Commission (EEOC) posters and the Victims’ Economic Security & Safety Act.
New EEOC Posters
The Equal Employment Opportunity Commission has released a revised “Equal Employment Opportunity is the Law” poster. This new poster reflects current federal employment discrimination law, adds information about the Genetic Information Nondiscrimination Act of 2008 (effective November 21, 2009), and includes updates from the Department of Labor. All employers covered by the non-discrimination and Equal Employment Opportunity laws (employers with at least 15 employees) are required to post on their premises, in an area visible to employees and applicants, the revised poster. The poster is available in several languages. If your organization has employees that do not speak English, be sure to have posters in languages that they can read.
For additional info, and a link to the new poster, visit: www1.eeoc.gov/employers/poster.cfm. It is also possible to purchase “combined all-in-one posters” that include individual state and federal posters.
Victims’ Economic Security & Safety Act Amendments
Recent amendments to the Victims’ Economic Security & Safety Act (“VESSA” or the “Act”) broaden the scope and coverage of the Act. VESSA grants unpaid leave rights and protection against discrimination to an employee when the employee or a member of the employee’s family or household is a victim of domestic or sexual violence. The Act had covered public employers and private employers with 50 or more employees.
Now, the Act also covers employers with 15 or more employees. Employees who work for an employer with 15-49 employees are entitled to 8 weeks of unpaid VESSA leave during any 12-month period. VESSA unpaid leave entitlement remains 12 weeks for employees working for an employer with 50 or more employees. The amendments also expand the definition of “family or household member” to include any person who is related by blood or by present or prior marriage, and any other person who shares a relationship through a son or daughter. The amended Act now also explicitly prohibits employers from requiring that employees substitute available paid or unpaid leave for VESSA leave.
Every Illinois employer is required to conspicuously post in the workplace a “Your Rights Under Illinois Employment Laws” poster. This poster includes, among other things, a VESSA notice provision. Visit the Illinois Department of Labor website to confirm that your organization is posting the most recent poster: www.state.il.us/Agency/idol/.
A Good Time For Policy Review
In light of these recent changes, now is a good time to review your organization’s handbook to make sure that policies on VESSA and other important laws are up to date. Your organization may also want to consider adopting a policy concerning Genetic Information.
Jon Vegosen is a founding member of Funkhouser Vegosen Liebman & Dunn Ltd. and has more than 33 years experience practicing law. He is nationally recognized for his work in labor and employment relations and is sought after as an author and spokesperson on labor and employment issues.
Tags: EEOC, EEOC Posters, employement relations, employment law, Equal Employment Opportunity Commission, FVLD, handbook, Jon Vegosen, labor law, Policy Review, VESSA, Victims’ Economic Security & Safety Act
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