---
title: "Sheri Oluyemi"
description: ""
url: "https://wimlaw.com/tags/sheri-oluyemi"
date: "2026-05-30T14:53:32+00:00"
language: "en-US"
---

##  Sheri Oluyemi

 [ ![russian nesting dolls](https://wimlaw.com/media/yootheme/cache/a6/WimLaw-Promo-Slide-september-tiny-a638bb78.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1423&catid=221&Itemid=1102)#####  [“Me, Too?” Yes, You! Let’s Revisit and Revise Your Company’s Policies Against Sex Harassment](https://wimlaw.com/index.php?option=com_content&view=article&id=1423&catid=221&Itemid=1102)

August 22, 2024

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1423&catid=221&Itemid=1102)

 [ ![eeoc issues tough new harassment guidelines](https://wimlaw.com/media/yootheme/cache/f9/eeoc-harrassment-f91d10b2.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1343&catid=221&Itemid=1102)#####  [EEOC Issues Tough New Harassment Guidelines](https://wimlaw.com/index.php?option=com_content&view=article&id=1343&catid=221&Itemid=1102)

October 19, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1343&catid=221&Itemid=1102)

 [ ![promo graphic, How to Audit Employment Discrimination Laws Compliance](https://wimlaw.com/media/yootheme/cache/56/WimLaw-Webinar-Promo-Slide-56b0656b.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)#####  [How to Audit Employment Discrimination Laws Compliance](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)

July 18, 2025

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1497&catid=221&Itemid=1102)

 [ ![promo graphic, Navigating the New Legal Minefield of Automated HR](https://wimlaw.com/media/yootheme/cache/b7/april-2026-WimLaw-Webinar-Promo-Slide-b760b4ce.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1572&catid=221&Itemid=1102)#####  [Navigating the New Legal Minefield of Automated (AI Driven) HR](https://wimlaw.com/index.php?option=com_content&view=article&id=1572&catid=221&Itemid=1102)

March 13, 2026

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1572&catid=221&Itemid=1102)

 [ ![empty seats in an auditorium](https://wimlaw.com/media/yootheme/cache/2f/affirmative-action-september-2023-WimLaw-Promo-Slide-2f14df89.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1336&catid=221&Itemid=1102)#####  [Supreme Court Affirmative Action Ruling: What Employers Need to Know](https://wimlaw.com/index.php?option=com_content&view=article&id=1336&catid=221&Itemid=1102)

August 24, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1336&catid=221&Itemid=1102)

 [ ![webinar promo graphic, Understanding the New Pregnant Workers’ Fairness Act](https://wimlaw.com/media/yootheme/cache/15/april-2024-webinar-promo-graphic-tiny-15991ec8.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1374&catid=221&Itemid=1102)#####  [Understanding the New Pregnant Workers’ Fairness Act](https://wimlaw.com/index.php?option=com_content&view=article&id=1374&catid=221&Itemid=1102)

February 09, 2024

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1374&catid=221&Itemid=1102)

 [ ![sexual harassment promo graphic](https://wimlaw.com/media/yootheme/cache/9e/WimLaw-Promo-Slide-sexual-harrassment-tiny-9eaa75cb.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1259&catid=221&Itemid=1102)#####  [Webinar: Love is a Battlefield: The Intersection of Workplace Romance and Sexual Harassment](https://wimlaw.com/index.php?option=com_content&view=article&id=1259&catid=221&Itemid=1102)

August 23, 2022

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1259&catid=221&Itemid=1102)

 [ ![OSHA’s Heat Stress Rule webinar graphic](https://wimlaw.com/media/yootheme/cache/42/july-WimLaw-Promo-Slide-42efe6e3.jpg) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1230&catid=221&Itemid=1102)#####  [Webinar: OSHA’s Heat Stress Rule](https://wimlaw.com/index.php?option=com_content&view=article&id=1230&catid=221&Itemid=1102)

May 13, 2022

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1230&catid=221&Itemid=1102)

 [ ![A Review of Recent Labor and Employments Laws That May Affect Your Business, promo graphic](https://wimlaw.com/media/yootheme/cache/5c/may-WimLaw-Promo-Slide-tiny-2-5cf7ae3a.png) ](https://wimlaw.com/index.php?option=com_content&view=article&id=1300&catid=221&Itemid=1102)#####  [What’s New? A Review of Recent Labor and Employments Laws That May Affect Your Business](https://wimlaw.com/index.php?option=com_content&view=article&id=1300&catid=221&Itemid=1102)

March 07, 2023

Category: Webinars: Employment Law "Hot Topics"

[Read more](https://wimlaw.com/index.php?option=com_content&view=article&id=1300&catid=221&Itemid=1102)

## Schema

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{ "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [ { "@type": "Question", "name": "Is the EEOC still active under the current administration?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. The EEOC is very much alive, and charges are being filed. The agency has shown an increase in aggressive investigations and recently registered its largest public settlement in almost 20 years. (04:41)" } }, { "@type": "Question", "name": "Do my company's anti-discrimination policies need to be updated?", "acceptedAnswer": { "@type": "Answer", "text": " Yes. Policies and employee handbooks should be treated as living documents and audited annually to ensure compliance with recent legal changes. (02:45)" } }, { "@type": "Question", "name": "Can we choose a job candidate based on their qualifications without risking a discrimination lawsuit?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. You can and should choose the most qualified candidate. The key is to base your decision on objective, job-related criteria like experience, skills, and work history. The law is violated when a company uses these criteria as a pretext for a decision actually based on a protected characteristic like age, race, or gender. For example, it's legal to choose a candidate with more experience. It's illegal to reject a candidate with more experience because you assume they're "too old" for the team. (10:42)" } }, { "@type": "Question", "name": "What is the Pregnant Workers Fairness Act (PWFA), and how does it affect our company handbook?", "acceptedAnswer": { "@type": "Answer", "text": "The PWFA requires employers to provide reasonable accommodations for pregnant employees. It's critical to update your handbook to reflect that in some cases, you cannot deny an accommodation for an obvious pregnancy even without a doctor's note. The standard for accommodation has been lowered. (16:09)" } }, { "@type": "Question", "name": "Can we fire an employee who is out on workers' compensation?", "acceptedAnswer": { "@type": "Answer", "text": "Terminating an employee on workers' compensation is legally risky. It is generally more prudent to wait until they return or have reached maximum medical improvement, unless you can prove the position would have been eliminated regardless of their injury. (42:14)" } }, { "@type": "Question", "name": "Is it okay to put a lactation space in a bathroom?", "acceptedAnswer": { "@type": "Answer", "text": "No. Under the Pump Act, the lactation space must be a private area that is not a bathroom. (18:44)" } }, { "@type": "Question", "name": "Does our company need to put up labor law posters?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. Employers should ensure they have up-to-date and legally required posters from various agencies (e.g., EEOC, FLSA, NLRB) displayed in a conspicuous place. (40:24)" } }, { "@type": "Question", "name": "Should a manager make a complaint for an employee who is being harassed if the employee is not willing to?", "acceptedAnswer": { "@type": "Answer", "text": "Yes. Recent EEOC guidance suggests that an individual aware of a colleague in the same protected class being harassed may have standing to bring their own harassment claim, even if they were not the direct target. Employers should take all reports of harassment seriously. (21:58)" } }, { "@type": "Question", "name": "What is the best way to handle an employee complaint?", "acceptedAnswer": { "@type": "Answer", "text": "It is important to have clear, well-documented, and consistently followed procedures for all complaints. Training for managers and an "open door" policy help ensure employees feel heard and that their complaints are taken seriously. (24:06)" } }, { "@type": "Question", "name": "What is AI brain fry and which professions are most affected by it?", "acceptedAnswer": { "@type": "Answer", "text": "AI brain fry describes the mental and physical overwhelm caused by the rapid implementation of complex artificial intelligence systems. According to the Harvard Business Review, human resources and marketing are the two professional fields most significantly impacted by this condition as they navigate integrating these tools into their daily workflows." } }, { "@type": "Question", "name": "How does the EEOC's Four-Fifths Rule apply to AI hiring tools?", "acceptedAnswer": { "@type": "Answer", "text": "The Four-Fifths Rule is a statistical benchmark used to determine if a neutral hiring criteria, including AI screening, has a discriminatory effect. If a protected group's selection rate is less than 80% of the majority group's rate, it creates a "discriminatory effect," shifting the legal burden to the employer to prove the tool is a job-related business necessity." } }, { "@type": "Question", "name": "Can an employer be held legally responsible for discriminatory AI provided by a vendor?", "acceptedAnswer": { "@type": "Answer", "text": "Yes, employers remain legally responsible for any discriminatory outcomes resulting from a vendor’s AI product. Utilizing a reputable third-party system is not a valid legal defense; both the vendor and the employer can be sued for adverse impacts. Organizations should review a vendor's validation studies and seek indemnity provisions in their service contracts." } }, { "@type": "Question", "name": "Is seeking legal advice from AI protected by attorney-client privilege?", "acceptedAnswer": { "@type": "Answer", "text": "No, communications with AI to seek legal advice or develop strategy are generally not protected by attorney-client privilege because the information is not being exchanged with a lawyer. A recent New York federal court ruling determined that such inquiries are discoverable and admissible as evidence in court, allowing plaintiffs to access an employer's specific AI prompts and advice." } }, { "@type": "Question", "name": "What are the risks of using open AI platforms like ChatGPT for company data?", "acceptedAnswer": { "@type": "Answer", "text": "Disclosing trade secrets, confidential company information, or sensitive legal questions to open AI platforms is legally comparable to publishing them in a newspaper. Such disclosures can lead to the loss of confidentiality and intellectual property rights. Furthermore, many AI vendors reserve the right to share stored data to respond to legal processes or improve their systems." } }, { "@type": "Question", "name": "What steps should employers take to audit AI systems for bias?", "acceptedAnswer": { "@type": "Answer", "text": "Employers should perform regular audits by reviewing data, such as rejected resumes, to identify trends where specific protected categories are being adversely impacted. If internal technical capacity is lacking, third-party vendors can be hired to conduct these bias audits. Constant human oversight is essential to catch inadvertent legal violations that precise AI monitoring might trigger." } }, { "@type": "Question", "name": "Are AI-driven productivity monitoring tools legal under the FLSA?", "acceptedAnswer": { "@type": "Answer", "text": "While monitoring is common, AI systems that track productivity down to the second can inadvertently violate the Fair Labor Standards Act (FLSA) by docking pay for compensable time, such as short bathroom breaks or coffee runs. Courts have allowed lawsuits to proceed against companies where AI-adjusted timekeeping records failed to pay employees for legally required compensable portions of the workday." } } ] }
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