Recently, EEOC Commissioner Andrea Lucas posted on LinkedIn and said:
“The White House’s Safer Federal Workforce Task Force substantially overhauled its recommended “template” for federal agencies to use for religious accommodation requests. Some private employers may have looked to the prior version of the Task Force template as a model for their own company’s religious accommodation process. They should not. As I told The Federalist, “The extent of these changes implicitly recognizes the unfortunate and considerable litigation risk the original posed to employers that used — or continue to use — it.” As mentioned in the article, I continue to recommend that employers instead use the EEOC‘s form (published by the agency last week) “as a better model for public and private employers.”
What does this mean for you?
Well, moving forward, please use THIS FORM as a template for your religious accommodation requests.
Do you ever find yourself in a spot where you just need to argue the options for a specific HR dilemma?
How about when Big Boss is pushing back on what you KNOW needs to be done, but they just cannot seem to wrap their brains around the suggestions you are making?
Sometimes you need a good civilized argument session where you can state your case and an unbiased 3rd-party can clap back with the hard questions that you will be required to answer if the issue does not get solved before a claim, charge, or lawsuit is filed against the company and/or the responsible parties within.
When these issues come up: Let’s Argue it Out!
As an EEOC Certified Investigator, I have seen a lot of tough issues that employers really should have researched before making the decision to “do it the way we’ve always done it” OR “not let some employee handbook boss me around”.
How about the time when the accused is your friend or you have some sort of relationship with the person that could cause others to view you as biased during an investigation. Recusing yourself may be the indicated course of action in some cases.
Remember, sometimes even decisions resulting from only the best intentions still pave the road to… well… court! (gotcha!)
I am ready, willing, and able to provide these services at the same rate as my regular telephone or Zoom consultations.
And, don’t forget – I am a credentialed EEO INVESTIGATOR.
So, when you come across issues related to discrimination or harassment and need an unbiased 3rd-party to conduct the investigation please also think of me.
I have been fully trained by EEOC Administrative Judges and other Investigators.
There is no need to dig the hole deeper by trying to do these things on your own when conflicting interests may be in play.
So, next time you want to Argue it Out or pass the investigation on to a professional investigator who has no skin in the game, think of me!
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