EEOC Commissioner Keith Sonderling on the Agency’s Outlook for 2021

This week on our special podcast series, Employers and the New Administration, we look at priorities at the Equal Employment Opportunity Commission (“EEOC”) as the agency transitions under President Biden.

See below for the video edition and the extended audio podcast:

EEOC’s Priorities and Outlook for 2021: Employers and the New Administration
Play
December 31, 2021

Video: YouTube, Vimeo, Instagram.

Extended Podcast: Apple Podcasts, Google Podcasts, Overcast, Spotify, Stitcher.

The EEOC’s Priorities and Outlook for 2021

In this episode, hear from EEOC Commissioner Keith Sonderling. As a sitting commissioner, Mr. Sonderling has a unique perspective on priorities, new initiatives, and the outlook for what employers can expect from the agency in 2021. Attorney David Garland leads the conversation.

Employers and the New Administration is a special podcast series from Employment Law This Week®, with analysis of the first 100 days of the Biden administration. Special podcast episodes air every other #WorkforceWednesday. Subscribe on your preferred podcast platform below.

If you’d like to hear more from Commissioner Sonderling, he’ll also be speaking at our virtual briefing, Bias in Artificial Intelligence: Legal Risks and Solutions, on March 23. Register here.

Other Highlights

IL Guidance for Vaccination-Related Leave

The Illinois Department of Labor has issued guidance for employers on providing employees with time off and flexibility in order to get the first (and, as necessary, second) dose of the COVID-19 vaccine. Read more.

“Hero Pay” Effective in LA

Retail grocery or drugstore employers that (1) are publicly traded or employ 300 or more people nationwide, and (2) employ more than 10 employees per store in the unincorporated areas of Los Angeles County must increase the wages of all their non-exempt employees who work at least two hours per week in unincorporated areas of Los Angeles County by $5 per hour. The ordinance is effective for 120 days (currently, until June 26, 2021).

Defending Wage and Hour Collective Actions

Nearly every aspect of an employer’s payroll and compensation practices is a potential source of liability, including procedures for clocking in and out, meal and rest breaks, calculating overtime compensation, and the classification of certain employees as exempt. Here’s an overview for employers on defending wage and hour collective actions in today’s environment.

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For employers navigating risk, workforce, and the bottom line. Employment Law This Week® delivers the employment and labor developments that matter—without the noise. Part of the Epstein Becker Green Insights Network.

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