Latest News and Updates

Core Triangle Consulting Vice President Rae T. Vann was quoted in a Bloomberg Law article examining the practice of workplace law since the beginning of the COVID-19 pandemic. Vann told the publication that employers’ concerns early in the pandemic primarily related to disability law, worker leave, and illness at work, and the focus has now shifted to vaccine-related issues. She added that racial justice has been a high priority for companies during the past year, and she is working with employers to “to really re-commit ourselves to looking at these issues, and to make sure that we’re not passive bystanders

On February 25, 2021, the U.S. House of Representatives passed a measure that, if enacted, will impose far-reaching federal statutory prohibitions against discrimination in employment, health care, housing, public accommodations, public education, credit, and federal jury service on the basis of sex, gender identity, and sexual orientation. The Equality Act (H.R. 5/S. 393) would amend numerous sections of the Civil Rights Act of 1964 and other federal statutes to make discrimination based on sex — defined in the measure to include actual or perceived LGBTQ status — expressly unlawful across a variety of contexts. It also would expand existing law

Core Triangle Consulting Vice President Rae Vann was quoted in a Society for Human Resources Management article, “19 Hiring Traps to Avoid,” on preventable pitfalls throughout the hiring process. The traps typically include problematic job postings, illegal qualification standards, inaccessible posting platforms, prohibited inquiries in interviews, and accommodation issues. Vann shares that specific qualification standards, such as not hiring anyone with a criminal record, could violate Title VII of the Civil Rights Act of 1964. “The problem with such a qualification standard is that relying on criminal history has a proven adverse impact on certain protected groups – namely, men

Core Triangle Consulting Vice President Rae Vann was quoted in a HR Dive article, “3 Ways to Prevent Discrimination Complaints,” about how to handle concerning discrimination complaints. Claims can have an adverse impact on the company and the employees that are affected. Companies should try to create an ethical workplace culture and address potential issues ahead of time, especially in the age of remote work. However, complaints do arise, so a channel for employees to raise their concerns should be established. “Employees need to have a meaningful complaint and investigation that exists more than on paper,” said Vann. When complaints are submitted, workplaces