Workplace dating investigations
FMLA leave can sometimes overlap with Title VII requirements concerning leave for pregnancy and pregnancy-related conditions and ADA and Rehabilitation Act requirements concerning leave as an accommodation for an employee with a disability. This law sets out safety requirements for workplaces. Department of Labor, Occupational Safety and Health Administration, 1-800-321-6742 (voice), 1-877-889-5627 (TTY), or visit
The Occupational Safety and Health Administration works with states to investigate and enforce OSHA requirements. This law prohibits certain federal contractors and subcontractors from discriminating against qualified employees and job applicants with disabilities.
If an employee's occupational injury is covered under both Workers Compensation and the ADA (or Rehabilitation Act), the employee may be entitled to a job modification or reassignment under both laws.
This title of GINA addresses the use of genetic information in health insurance.
The CSRA makes it illegal to fire, demote, or otherwise "retaliate" against a federal employee or job applicant for whistle-blowing or for exercising the right to file a complaint, grievance, or an appeal.
The Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB) enforce the CSRA.
The provisions are enforced primarily by the Department of Labor's Employee Benefits Security Administration, with the Department of Health & Human Services' Office for Civil Rights enforcing Section 105 of Title I of GINA which relates to GINA's protections for genetic information in the Health Insurance Portability Accountability Act privacy rule.
The CSRA also prohibits discrimination on the bases of certain other factors that don't adversely affect employee performance, such as marital status, political association, and sexual orientation.I’d love to tell you that a standard set of questions exists that must be asked in every single internal investigation, but that simply isn’t true.Every investigation has individual needs and so must be conducted as such.For more information, contact the Immigrant and Employee Rights Section (IER) in the Department of Justice's Civil Rights Division, which offers free and anonymous hotlines for workers with questions about their rights, and for employers who have questions about their obligations under the INA ( am- pm ET, Monday-Friday). Calls can be anonymous and in any language: 1-800-255-7688 (employees/applicants) 1-800-255-8155 (employers) 1-800-237-2515 and 202-616-5525 (TTY for employees/applicants and employers) This law makes it illegal for federal contractors and certain subcontractors to discriminate on the basis of race, color, religion, sex, or national origin.It also requires federal contractors and subcontractors to take steps to ensure equal employment opportunity in the workplace.