• Recent legal developments underscore the importance of program design.
• Assessing employee training programs to ensure they meet current legal standards is key.
• Employers should establish effective processes to address complaints and requests for reasonable accommodations related to training and train their managers to take such complaints seriously.

Related links

• What To Do If You Experience Discrimination Related to DEI at Work (guidance)
• What You Should Know About DEI-Related Discrimination at Work (guidance)
• Vavra v. Honeywell International, Inc. (opinion)
• Young v. Colorado Department of Corrections (opinion)
• Norgren v. Minnesota Department of Human Services (opinion)
• Diemert v. City of Seattle (opinion)
• De Piero v. Pennsylvania State Univ. (opinion)
• Groff Takes DeJoy: U.S. Supreme Court Changes Standard in Religious Accommodation Case

Article

Two new technical-assistance documents jointly released by the Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) warn that common diversity, equity, and inclusion (DEI)-training practices — stereotyping statements, compelled self-disclosure, and mandatory confessions of bias — can trigger employer liability under Title VII of the Civil Rights Act. Combined with five federal court decisions over the past year, the message to employers is clear: Design programming with precision to avoid potential claims of hostile work environment, retaliation, and religious accommodation.

This article...

Read Full Story: https://news.google.com/rss/articles/CBMisgFBVV95cUxORTI5YmlrUW1DSEhtZ3hrakE1...