Question

According to EEOC enforcement guidance, who is considered to be the employer for purposes of federal anti-discrimination laws?

1) Only the staffing firm
2) Only the client
3) Both the staffing firm and its client
4) None of the above

Answer 1

Both the staffing firm and its client are considered to be the employer for purposes of federal anti-discrimination laws, as per EEOC enforcement guidance.

Step-by-step explanation:

According to the EEOC enforcement guidance, both the staffing firm and its client are considered to be the employer for purposes of federal anti-discrimination laws. This delineation of responsibility for upholding discrimination laws means that both entities are subject to legal obligations and potential liability in safeguarding individuals from discrimination in the workplace.