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.
What can an employer do when political discussions overflow into the workplace. Political speech can cause workplace conflict between employees. As a result, employers may be forced to address the issue of political speech head on. But they need to be aware of several considerations, including free speech and union rights. In this video BLR Senior Legal Editor Susan Schoenfeld provides do's and don'ts for managing political speech in the workplace.
Today, the U.S. Department of Labor (DOL) published a final rule implementing Executive Order (EO) 12658, “Establishing a Minimum Wage for Contractors" in the Federal Register. The EO will raise the federal minimum wage to $10.10 for workers on covered federal constructions and service contracts, effective January 1, 2015. DOL had issued proposed regulations back in June, 2014.
After considerable anticipation and controversy, today the Office of Federal Contract Compliance Programs (OFCCP) published notice in the Federal Register announcing the Office of Management and Budget’s (OMB) approval of a revised scheduling letter, itemized listing, and compliance check letter for federal contractors subject to the affirmative action and nondiscrimination requirements of Executive Order (EO) 11246.
The most recent item on the growing list of executive orders and directives issued governing federal government contractors addresses sexual orientation and gender identity discrimination.
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