Two agencies with broad authority over federal employment laws have signed a Memorandum of Understanding designed to further enhance their enforcement efforts.
MEMBERS ONLY WEB WORKSHOP with EEOC REPS on OCTOBER 5. The EEOC announced recently that the filing season for 2022 “Component 1” EEO-1 reports will open on October 31, and for filers that use the popular “Data File Upload” option, significant changes
Joining two other federal circuit courts, the Fourth Circuit has ruled that retaliation claims brought under the Americans with Disabilities Act are limited to “equitable” relief only.
The Equal Employment Opportunity Commission has adopted a new five-year Strategic Plan, which is likely to be followed soon by the agency’s new five-year Strategic Enforcement Plan. Importantly, the new SEP will contain details on the new Democratic
The White House Office of Management and Budget has granted the EEOC’s request to continue using a slightly revised version of the EEO-1 form, but only for one year ending on August 31, 2024, rather than the three-year extension normally granted.
MEMBER FEEDBACK REQUESTED. The Equal Employment Opportunity Commission has proposed regulations to implement the recently enacted PWFA. The proposed regulations are not without controversy, however, as our memo explains.
The EEOC’s updated guidance on visual impairments in the workplace, issued in conjunction with the anniversary of the Americans with Disabilities Act, highlights new methods for providing reasonable accommodations and ways to mitigate the potential d
Congress has made some progress on advancing the various appropriations bills that will fund the federal government for fiscal year 2024, although the House and Senate are far apart on how much money they want to give to agencies such as OFCCP and th
As the EEOC awaits approval from the White House Office of Management and Budget to continue using the “Component 1” EEO-1 Report, it has confirmed that the 2022 EEO-1 filing season will not begin until sometime this fall.
For the first time since the Biden Administration assumed office, the Equal Employment Opportunity Commission will now operate with a Democratic majority following the Senate confirmation of plaintiffs’ lawyer Kalpana Kotagal to a vacant seat. CWC me
Sign Up for Virtual Member Roundtable on July 12. The Supreme Court’s recently issued landmark ruling rejecting the use of race in the admissions policies of Harvard and the University of North Carolina has potential implications for corporate CD&I p
President Biden has nominated current Chair Charlotte Burrows to serve for another five-year term on the Equal Employment Opportunity Commission. Her nomination will require confirmation by the U.S. Senate.
Equal Employment Opportunity Commission Chair Charlotte Burrows has issued a report claiming there is pervasive harassment and discrimination in hiring practices and apprenticeships within the U.S. construction industry that are working to exclude wo
MEMBER FEEDBACK REQUESTED. CWC members are reminded that the PWFA goes into effect this week, and will require reasonable accommodation of known limitations related to pregnancy, childbirth, and related medical conditions.
Final charge filing statistics made available recently by the Equal Employment Opportunity Commission show a 20% increase in charges filed over the previous year, led by a five-fold jump in religious discrimination charges related to employers’ COVID
Following up on its 2017 anti-harassment guidance for private sector employers, the EEOC has issued new anti-harassment guidance applicable to the public sector. CWC members may find it helpful as a reality check on their anti-harassment policies.
The so-called debt limit agreement reached by Congress last week calls for overall cuts in federal spending over the next two years. Our memo takes a look at how that might impact agencies such as the EEOC and OFCCP.
CWC’s written comments to the Office of Management and Budget support the EEOC’s request to continue using a slightly revised EEO-1 “Component 1” Report for another three years.
As part of its increasing focus on the use of artificial intelligence tools in the employment context, the Equal Employment Opportunity Commission has issued new guidance reminding employers that AI tools are subject to the same rules as other select
In a case that illustrates that the EEOC’s authority to demand whatever information it wants is not limitless, the 11th Circuit has ruled that an agency subpoena demanding information from multiple company facilities was not relevant to the charge it
A conservative public interest group has been filing complaints with the EEOC alleging that public statements made by a number of large employers about their diversity, equity, and inclusion policies violate Title VII. The complaints contend that the
MEMBER FEEDBACK REQUESTED. The EEOC has updated its “What You Should Know About COVID-19 and the ADA” guidance to remind employers that even though the COVID-19 public health emergency has expired, they still have obligations under the Americans with
In a case that serves as a reminder that Title VII’s national origin discrimination protection extends to individuals of American national origin, the EEOC has settled charges with the operator of a job search website accused of running job postings
MEMBER FEEDBACK REQUESTED. The EEOC is seeking approval from the White House Office of Management and Budget to keep using a slightly modified version of the “Component 1” EEO-1 Report for another three years. CWC plans to file comments with OMB supp
Four powerful federal enforcement agencies, including the EEOC, have issued a joint statement putting users of artificial intelligence on notice that the agencies are prioritizing enforcement of cases where AI or similar tools may be discriminating a
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