The EEOC has published two new documents addressing DEI-related discrimination in the workplace. We’ve scheduled a members-only roundtable for March 26, 2025, to discuss the new guidance in the context of the Trump Administration’s broader campaign a

EEOC Acting Chair Lucas has launched a probe of DEI practices at major law firms, sending detailed information requests to 20 firms and establishing an email address for whistleblowers to report information about potentially unlawful activity to the

Nearly six months into the government’s 2025 fiscal year, Congress has effectively given up on passing annual appropriations bills and has instead passed legislation continuing funding at last year’s levels. Enactment of the bill clears the way for n

Our recently concluded policy conference provided attendees an opportunity to engage with peers and experts to discuss the real world practical implications of the new policies adopted by the Trump Administration and rescission of E.O. 11246.

EEOC Acting Chair Andrea Lucas has put employers on notice that the EEOC will make claims of national origin discrimination a priority if employers prefer alien workers.

The Eighth Circuit has allowed a group of states to proceed with a lawsuit concerning the EEOC’s interpretation of the PWFA that requires employers to reasonably accommodate employees seeking abortions.

The White House issued an executive order dramatically limiting the autonomy of independent agencies, such as the National Labor Relations Board.

The EEOC has asked several federal courts to dismiss lawsuits it brought last year alleging that employers violated Title VII after learning of an employee’s gender identity, reflecting a new policy toward considering such charges.

The EEOC has already taken several steps to comply with Executive Order 14168, Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, including rescinding several guidance documents.

President Trump has fired three Senate-confirmed Democrats from the Equal Employment Opportunity Commission: the agency’s General Counsel, Karla Gilbride, and Commissioners Charlotte Burrows and Jocelyn Samuels. None of the officials have yet indicat

Annual data released by the EEOC shows continued above average use of “Commissioner charges” prompting discrimination investigations in the absence of charges filed by alleged victims.

President Trump has moved quickly to install new leadership at agencies responsible for workplace compliance.

The EEOC and OFCCP have renewed their long-standing Memorandum of Understanding governing information sharing and charge processing, with some important revisions. Our memo explains.

The EEOC released a new fact sheet identifying several ways federal equal employment opportunity laws may apply to employers who collect and use information from wearable devices.

The Biden Administration has published its final regulatory agenda. While largely an academic exercise given the results of November’s election, it demonstrates the administration made little progress on workplace regulatory priorities in the last fe

OFCCP recently received two FOIA requests for all EEO-1 Type 2 Reports held by the agency for the 2021 filing year. Contractors have until December 9 to file objections before OFCCP discloses the requested information.

The EEOC has proposed revising its regulations related to the undue hardship exemption for EEO-1 reporting requirements and delegating the authority to grant requests to the agency’s Chief Data Officer.

CWC recently held its tenth annual Talent Acquisition Compliance Summit featuring substantive presentations, facilitated discussions, and small-group sessions. Our memo provides the highlights.

CWC’s recently concluded 2024 CD&I Conference featured in-depth discussions on topics of importance to our members’ everyday compliance efforts. Our memo provides a summary.

CWC is pleased to present an updated version of our primer on workplace harassment prevention and risk mitigation strategies. Our checklist can help employers organize their policies and practices.

We are pleased to provide an updated version of this popular CWC resource.

Earlier this year, the EEOC sued multiple employers for failing to file mandatory EEO-1 reports. Those lawsuits are now settling with detailed agreements by the employers on steps they will take to comply.

Continuing its focus on diversity within the high tech workforce and the high tech sector itself, the EEOC has issued another report concluding that women and minorities are still underrepresented.

Although rarely invoked, the appeals court applied the doctrine of “equitable tolling” in this case to extend the deadline for filing a charge with the EEOC based on the agency’s incompetence in handling the charging party’s inquiries.

The EEOC’s first lawsuit brought under the PWFA serves as a reminder that federal law now requires an employer to provide reasonable accommodations to employees for known limitations related to pregnancy.