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.
In September 2015, the Office of Federal Contract Compliance Programs (OFCCP) published a final rule implementing Executive Order (EO) 13665, Non-Retaliation for Disclosure of Compensation Information.
The concept of pay transparency, or allowing employees to discuss their pay and benefits without fear of reprisal, is not a new concept, but it has been a long time coming.
In Parts I and II of this series of articles on pregnancy accommodation, BLR® has described the U.S. Supreme Court’s recent decision in Young v. UPS and the latest EEOC guidance on pregnancy discrimination. In addition, to addressing the issue of light duty and accommodation, the EEOC’s guidance also spends a considerable amount of time addressing leave as a form of pregnancy accommodation.
The Family and Medical Leave Act (FMLA) can be tricky when an employee wants his or her health condition to remain private.
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