We previously posted about the United States Equal Employment Opportunity Commission (“EEOC”)’s new fact sheet, entitled “Application of Title VII and the ADA to Applicants or Employees Who Experience Domestic or Dating Violence, Sexual Assault, or Stalking,” and considered the fact sheet’s examples as to how an employer might violate Title VII’s prohibitions in discriminating against applicants or employees who experience domestic or dating violence, sexual assault, or stalking.

In this post we’re going to consider the ADA examples provided on the fact sheet, and our recommendations for how you can avoid discriminating against the victims of domestic violence in your workplace.
Continue Reading How To Prevent Discrimination And Retaliation Against Domestic Violence Victims–Part II

As HR professionals, we often think about how to prevent domestic violence from spilling over into workplace violence, through the use of workplace violence policies, domestic violence response teams, and “no guns in the workplace” policies.

You may not, however, have given much thought as to how to prevent discrimination and retaliation against victims of domestic violence who are employed by your company, or who have sought employment with your company.  This issue is crucially important to victims of domestic violence; when they lose their jobs, or fail to obtain employment, they lose the ability to be economically independent, and oftentimes then remain controlled by their abuser.  This issue is also critically important to employers, who may inadvertently subject themselves to liability if they are not aware of the federal, state, and local laws that protect the victims of domestic violence from discrimination and retaliation.
Continue Reading How To Prevent Discrimination And Retaliation Against Domestic Violence Victims–Part I