Joan S. Farrell, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Farrell writes extensively on the topics of workplace discrimination, unlawful harassment, retaliation, and reasonable accommodation. She is the editor of the ADA compliance manual—ADA Compliance: Practical Solutions for HR. Before coming to BLR, Ms. Farrell worked as in-house counsel for a multistate employer where she represented management in administrative matters and provided counseling on employment practices.
Interview: See Joan’s interview with the Illinois State Register-Journal on social media and sexual harassment.
Video: Watch Joan's recent video on the ADA and employee discipline.
The Equal Employment Opportunity Commission (EEOC) recently issued a proposed update of its enforcement guidance on national origin discrimination. The guidance reflects the EEOC’s official policy on national origin discrimination and contains many examples to illustrate how the laws and regulations apply to specific workplace situations.
Resolving a split among the circuit courts, the U.S. Supreme Court ruled (7-1) that, in a constructive discharge claim, the statute of limitations period isn’t triggered until the employee resigns (Green v. Brennan, No. 14-613 (5/23/16)).
The EEOC has issued a final rule on employer-sponsored wellness programs in relation to the Genetic Information Nondiscrimination Act (GINA). The GINA wellness rule provides guidance for employers that offer incentives to an employee for information from the employee’s spouse about a manifested disease or disorder.
The Equal Employment Opportunity Commission (EEOC) has issued final wellness rules regarding incentives employers may use to encourage employee participation in wellness programs in compliance with the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA).
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