Weekly EEAC Mailings

The following EEAC Mailings have been added to the O:\HR\OLER\Everyone\EEAC Mailings\2001 Mailings Directory.

N01-38 EEAC'S 2001 FALL MEETING, Revised Program & Registration Information, OCTOBER 17-19, 2001, Radisson Hotel, Scottsdale, Arizona <http://www.eeac.org/private/N01-38.pdf<

01-199 Topical and Chronological Lists of EEAC Memoranda (January-September 2001) <http://www.eeac.org/private/01-199.pdf< All EEAC memos issued since the beginning of the year are conveniently organized.

01-198 Eight OFCCP Enforcement Cases Currently Pending Administrative Review Include Newly Filed Pay Discrimination Complaint <http://www.eeac.org/private/01-198.pdf< Our memorandum summarizes the eight active OFCCP enforcement cases that currently are winding their way through the complex administrative review process.

01-197 Quitting Because of Intolerable Working Conditions Can Result in Employer Liability for "Constructive Discharge" <http://www.eeac.org/private/01-197.pdf< EEAC's special memorandum takes a look at the law of "constructive discharge," under which an employee who quits still can have a valid discrimination claim.

01-196 Ninth Circuit's Ruling in Little v. Windermere Relocation, Inc., Serves as Reminder That Employers Have Duty To Protect Employees Against Third-Party Harassment <http://www.eeac.org/private/01-196.pdf< This recent appeals court decision reminds employers that they can be liable for unlawful harassment committed against their employees by third parties, including clients, customers, and service contractors.

01-195 Recent Events Have Prompted Member Inquiries on How To Make Certain Race/Ethnic Classification Determinations Involving "Middle East" Origins <http://www.eeac.org/private/01-195.pdf<
There is no consensus definition within the federal government on what constitutes the "Middle East," raising questions about how applicants and employees with origins in that part of the world should be classified for race/ethnicity recording purposes. Regardless, however, such individuals still are protected under federal antidiscrimination law.