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.
Today the United States Department of Labor announced that a final rule revising the regulatory definition of “spouse” under the Family and Medical Leave Act of 1993 (FMLA) will be published in the Federal Register on February 25, 2015.
It’s official—OFCCP’s new scheduling letter and itemized listing for affirmative action plan compliance evaluations are in effect. The new requirements significantly change the way in which federal contractors must respond to OFCCP’s notice of an impending review of their affirmative action plans by government officials. For all audits occurring after October 15, 2014, the OFCCP is using the new scheduling letter and itemized listing.
In 2014, the Veterans’ Employment and Training Service (VETS) at the U.S. Department of Labor issued a final rule to revise under the Vietnam Era Veterans’ Readjustment Assistance Act’s (VEVRAA) reporting requirements for federal contractors and subcontractors. The final rule, which became effective on October 27, 2014, will be first implemented by contractors in the 2015 annual reporting period.
Few contractors had time to stand still this past year and consider the many changes to affirmative action. The steady wave of changes kept most contractors scrambling to keep up. So, we thought we’d provide a list of the key changes to affirmative action in 2014, as well as what we think 2015 will bring.
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