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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Alexandria, Va. - Facing an impending deadline to respond to SHRM’s lawsuit challenging the legality of a new rule that would require all federal contractors to use the federal government’s E-Verify employment eligibility system, the government has once again delayed the rule’s effective date. A notice delaying the rule until June 30, 2009 is expected to be published in Friday’s
Earlier, SHRM, the U.S. Chamber of Commerce, Associated Builders and Contractors, HR Policy Association, and the American Council on International Personnel, as part of an ongoing joint lawsuit, reached an agreement with the government to extend the effective date of the rule until May 21, 2009.
The government is required to provide a status report next week to the court hearing SHRM’s lawsuit. Prior to filing its status report, however, the government has extended the rule’s applicability date “to permit the new Administration an adequate opportunity to review the rule.”
Any delay of the rule allows more time for the government to re-evaluate its position and consider SHRM’s concerns that the rule exceeds the government’s authority by mandating use of the E-Verify program which was designed as a voluntary pilot project and by mandating the re-verification of existing federal contract employees, currently not allowed.
To read SHRM’s legal complaint, click
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