Susan Schoenfeld, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Schoenfeld has practiced in the area of employment litigation and counseling, covering topics such as disability discrimination, wrongful discharge, and sexual harassment. She provided training and counseling to corporate clients and litigated cases before the U.S. Court of Appeals, state court, and at the U.S. Department of Labor. Prior to private practice, Ms. Schoenfeld was an attorney with the Civil Rights Division at the U.S. Department of Labor (DOL) in Washington, D.C., where she advised federal agencies, drafted regulations, conducted inspector training courses, and litigated cases for DOL. Ms. Schoenfeld received her undergraduate degree, cum laude, with honors, from Union College, and her law degree from the National Law Center at George Washington University.
Interview: Susan was quoted in a NBCNews.com article on the topic of the reasons why nonvoters don't make it to the polls on Election Day.
Video: Watch Susan's recent video on FMLA recertification requests.
As employers scramble to manage the recent onslaught of paid sick leave legislation in the states and locally, a new paid leave trend may be emerging—paid family leave.
The Office of Federal Contract Compliance Programs' (OFCCP’s) recent changes to outreach and recruitment requirements for protected veterans (PVs) and individuals with disabilities (IWDs) have challenged federal contractors not only to bolster their efforts but also to more thoroughly document outreach and recruitment and use mandated metrics to evaluate those efforts as part of an annual affirmative action program. So, is it working?
In a recent information collection request for renewing and revising the Office of Federal Contract Compliance Programs’ (OFCCP) scheduling letter and itemized listing, the OFCCP stated what it believes are accurate estimates of the time required to develop, update, and maintain an affirmative action plan (AAP).
The Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor (DOL) recently proposed revisions to the Equal Opportunity Report (EEO-1) reporting form that would require employers to submit an annual report on pay data as part of EEO-1 reporting beginning in September 2017.
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