Latest News and Updates

Since our September 30, 2020, webinar, “Gauging the Impact on Employers of the 2020 Presidential Election,” former Vice President Joe Biden has secured more than 270 electoral votes, and is on track to become the 46th president of the United States, with Senator Kamala Harris of California serving as the first Black and female vice president in American history. There were several “wild card” issues and potential roadblocks we predicted would or could await President Trump upon reelection or greet a President Biden upon assuming office. In addition to the ongoing impact of the COVID-19 pandemic, just a few weeks

A New York state court recently invalidated a private university’s suspension of three students for violating COVID-19 protocols because the court decided that the university did not provide advance notice to the students that discipline might occur for violations of the protocols. The Off-Campus Gatherings and Disciplinary Sanctions Several members of NYU’s track and field team allegedly attended or hosted one or more “small” gatherings of less than 15 people at private, off-campus apartments during summer break. Three of the students were charged with violating university protocols because they had “attended a large gathering at an off-campus location without proper

Core Triangle Consulting Vice President Rae Vann authored a HR Daily Advisor article titled, “EEOC Doesn’t Need Individual Charge to Launch Probe,” about the EEOC’s recent reminder of its ability to investigate a company without ever receiving a charge from an employee. The EEOC is authorized to issue a “commissioner charge” on its own behalf if it thinks an employer is engaging in discriminatory employment practices that violate the Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the employment provisions of the Genetic Information Nondiscrimination Act (GINA). The resulting probe can be

Core Triangle Consulting Vice President Rae T. Vann was quoted in a Bloomberg Daily Labor Report article about whether the U.S. Equal Employment Opportunity Commission should conduct national surveys to study claims of retaliation against workers who reported sexual harassment. The surveys were recently recommended by the U.S. Government Accountability Office. Vann told the publication she was surprised the recommendations focused only on sexual harassment when retaliation allegations filed with the EEOC more commonly involve allegations of racial bias. The suggested national surveys might not be the best use of the EEOC’s limited resources, given the number of claims the