When it filed suit earlier this year,  the EEOC issued a press release which stated:  “Once again, an employer involved in the health care field has impermissibly allowed fear and bias to enter into the hiring process. The ADA clearly prohibits covered employers, including those staffing health care positions, from refusing to hire someone based

Someone failed to advise a NY legal staffing company about a little thing known as the ADEA – the Age Discrimination In Employment Act.

Apparently it “rejected a 70-year-old attorney when it discovered her age and told her it would never hire her after she questioned if the rejection was because of her age.”  This,

13320079_sOn November 5, 2012, we reported on an EEOC lawsuit against Señor Frog’s, a chain of Mexican-themed restaurants, as well as its staffing company, for “rampant sexual harassment of its female employees in Honolulu.”  The suit alleged that “widespread sexual harassment was out of control, stemming from Señor Frog’s owner himself.”

“[A]t least

The EEOC had six charges filed with it between 2007 and 2009 alleging that the San Diego staffing firm Huyssen Inc., doing business as Sedona Group, engaged in a pattern and practice of classifying and failing to refer job applicants based on their race, color, sex, national origin, age or disability.

The EEOC just issued

Readers may recall that on December 4, 2012 we reported that a staffing agency, Staffmark, sent a woman with a prosthetic leg to work as a temporary SONY employee in an Illinois facility which packages and/or inspects Sony products that are being shipped out. After two days she was told by Staffmark that she would

The EEOC just announced that it has sued a Georgia staffing and professional recruitment company for retaliating against an employee who had filed an unspecified EEOC discrimination charge. Noteworthy is that the complaint in this case is silent as to what the employee felt was the basis for the discrimination charge, for none is asserted

A staffing agency, Staffmark, sent a woman with a prosthetic leg to work as a temporary SONY employee in an Illinois facility which packages and/or inspects Sony products that are being shipped out. After two days she was told by Staffmark that she would be removed from her job and reassigned “because they did not

I just returned from Washington D.C., having attended last week’s 2012 Staffing Law Conference of the American Staffing Association.

Besides the welcome opportunity to hear speakers from across the country discuss the staffing industry and the legal challenges that it faces, which I am all too familiar with, I was particularly interested in what one