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.
The U.S. Supreme Court upheld another ban on race-based affirmative action in state university admissions today. This time, Michigan's Proposition 2, which amended the state constitution and prohibited preferential race-based admissions. Any effect on employers and federal contractors remains to be seen.
Today President Obama signed two orders to address pay equity issues in employment. The first, an executive order, prohibits government contractors from retaliating against employees who discuss pay. The second, a presidential memorandum, directs to secretary of labor to establish regulations requiring contractors to provide pay data by sex and race.
As contractors scrambled to prepare for the new veterans and disability regulations this winter, the Office of Federal Contract Compliance Program’s has other plans for new rules and enforcement programs.
The new regulations require 'appropriate outreach and positive recruitment activities' and provide examples of effective outreach practices that may be utilized by contractors. These include community resource linkages that may be formal or informal partnerships between employers and organizations that provide employment services or candidate referral for special emphasis hiring programs.
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