Time & Attendance
By Staff Report
Jun. 7, 2011
The Equal Employment Opportunity Commission has issued a proposed rule under which employers would be required to maintain all relevant employment and personnel records until any charge filed under the Genetic Information Nondiscrimination Act is resolved.
The 2008 law prohibits employment discrimination based on genetic information.
The EEOC said that employers already have this record-keeping requirement with respect to Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
The proposed regulation would extend those same requirements to records relevant to any GINA charge. The EEOC said there would be no increased burden due to the proposal because firms’ “systems for retaining employment records under Title VII and ADA records are already in place.”
The proposed regulation was published June 2 in the Federal Register. Comments, which are due by Aug. 1 can be submitted online at regulations.gov.
Separately, the EEOC said it plans to hold a public hearing at its headquarters June 8 at which panelists will discuss the appropriate use of disability leave as a reasonable accommodation, and complying with relevant regulations.
Additional information about the hearing, when available, will be posted at eeoc.gov/eeoc/meetings/index.cfm.
Schedule, engage, and pay your staff in one system with Workforce.com.
federal law, minimum wage, pay rates, state law, wage law compliance
Staffing Management4 proven steps for tackling employee absenteeism
absence management, Employee scheduling software, predictive scheduling, shift bid, shift swapping
Time and Attendance8 ways to reduce overtime and labor costs
labor costs, overtime, scheduling, time tracking, work hours