Human Resource & Labor News
www.agc.orgSeptember 9, 2009 / Issue No. 4-09
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On the Inside
Professional Development
Register Today for AGC’s Joint HR Professionals Conference and Training & Development Conference
Hiring & Firing
Legal & Practical Tips for Construction Employers When Handling RIFs, Lay-offs & Furloughs
EEOC Issues Guidance on Waivers of Discrimination Claims in Severance Agreements
Federal Contracting
Federal Contractor E-Verify Rule Now in Effect
AGC Submits Comments on Proposed Rule Encouraging Federal Agencies to Consider PLAs
AGC Submits Comments on Proposed Rule Requiring Federal Contractors to Post NLRA Notices
Health Care
CDC Issues Employer Guidance in Preparation for Flu Season
Is Your Company's Health Plan "Qualified"?
What Does a Health Insurance Mandate Mean for Construction Industry Employers?
Labor Relations
Union Representation in Construction Increases Slightly in 2008
Immigration
DHS Formally Proposes Rescission of No-Match Rule
EEOC Issues Guidance on Waivers of Discrimination Claims in Severance Agreements
 

On July 15, 2009, the U.S. Equal Employment Opportunity Commission (EEOC) issued guidance for employers and workers in response to recent inquiries about waivers of discrimination claims in employee severance agreements.

The guidance, written in a question-and-answer format, covers subjects as basic as "What does a severance agreement look like?", to a complete, separate section on the Older Workers Benefit Protection Act, which accounts for nearly 25% of all EEOC claims.  Also included are a sample agreement for employers to use as a model and a checklist that workers may use as a tool prior to signing a waiver of such claims.

Since in some cases an employer can request that a worker "knowingly and voluntarily" sign a waiver of certain legal claims as a part of a severance agreement, the guidance specifically explains that although such agreements may include language that releases the employer from financial legal liabilities, the agreement may not include language that waives the employee's right to file discrimination claims directly with the EEOC or participate in EEOC anti-discrimination proceedings.

For additional information on the EEOC, visit the EEOC Web site and AGC's Labor & HR Topical Resources page.
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