A lot has changed since the EEOC was established 50+ years ago.
Recently the Equal Employment Opportunity Commission released its strategic plan for fiscal years 2018-2022. This plan is intended to provide a focus on systemic discrimination and federal government employment discrimination, an increased emphasis on non-monetary relief, pursue litigation responsibly, provide outreach and technical support, and upgrade social media and use of technology. In other words the strategic plan is meant for the EEOC to get its own house in order. This video reviews how the EEOC intends to promote inclusive workplaces, improve performance measures, and provide harassment guidance.
David G. Gabor
DGN Workplace Initiatives
- Founder and director of DGN Workplace Initiatives
- Partner with The Wagner Law Group
- Has extensive experience in human resources, litigation, and alternative dispute resolution
- Human resources practice includes compliance, drafting policies, preparing manuals, conducting training, handling workplace investigations, conducting auditing, and counseling clients in all aspects of the employee-employer relationship
- Litigation practice includes employment discrimination, harassment, employee classification, wage and hour, unfair competition, non-compete, and ERISA matters
- Conducts regular seminars, workshops, and webinars on matters concerning employment law and human resources
- Recognized as a Super Lawyer in New York, Massachusetts, and New England
- J.D. degree, Touro College Jacob D. Fuchsberg Law Center; B.A. degree, The University of Michigan
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