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On Tuesday, March 27, California’s Fair Employment ’ Housing Commission (FEHC) met to adopt revisions to its AB 1825 regulations. These revisions were driven by the public commentary that followed the Commission’s February 27, 2007 version of the regs, which were designed to accommodate change requests from California’s Office of Administrative Law (OAL).

The OAL’s sole concern is the need for more clarity about who is actually qualified to create and/or present sexual harassment training programs, whether live or online.

In other words, who is a qualified expert under AB 1825?

We’ve all read the early headlines. The Boomers are aging … leaving a huge hole in the workforce when they finally retire.

But then something interesting happened … the headlines shifted and so did the messages about the Boomers.

The Boomers changed their minds — now they plan stick around, stay in the workforce, and try to keep themselves engaged. Doing what and on whose terms? … well that’s one of the big questions.

For employers, this news brings a whole host of complex issues — ranging from health care costs, to crafting relevant compensation programs, to developing more flexible workplaces, to (yes, you knew it was coming) managing the new face of workplace discrimination and harassment.

Despite progress and greater awareness, racism and colorism continue to plague American workplaces. Citing Gallop and CNN polls, the EEOC recently publicized that 31% of Asian Americans and 26% of African Americans say they have either witnessed or experienced discrimination….