A 2015 federal law requires agencies to increase civil penalties for violations every year to account for inflation. The Labor Department and other workplace enforcement agencies recently announced how much their fines are going up in 2024.
MEMBER FEEDBACK REQUESTED. The EEOC has amended its procedural regulations to account for enactment of the PWFA, which went into effect last June. The agency’s proposed PWFA substantive regulations are still awaiting approval by the White House Offic
MEMBER FEEDBACK REQUESTED. Enforcement data released recently by the Equal Employment Opportunity Commission show that so-called Commissioner charges have increased dramatically over the last two years.
The EEOC’s new initiative is designed to implement one of the priorities included in the agency’s recently adopted five-year Strategic Enforcement Plan.
Historical EEO-1s downloaded by filers in conjunction with this year’s EEO-1 filing season may contain a significant database display error. Our memo describes the issue and how to respond.
The Biden Administration’s latest regulatory agenda lists several new items added by the EEOC, while indicating that OFCCP has hit the pause button on several previously listed items of interest to federal contractors.
The White House Office of Management and Budget has modified its prior one-year approval of the EEOC’s request to extend “Component 1” of the annual Employer Information (EEO-1) Report for an additional two years, or until November 30, 2026.
In a last minute deal to avoid a government shutdown, Congress set aside its partisan differences and agreed to temporarily keep the lights on at current funding levels for most agencies until February 2 of next year.
The U.S. Senate has narrowly approved President Biden’s nomination of current EEOC Chair Charlotte Burrows to serve another five-year term on the Equal Employment Opportunity Commission, putting Democrats in control of the EEOC until at least 2026.
MEMBER FEEDBACK REQUESTED. The EEOC’s changes to the EEO-1 filing procedures this year have generated a lot of questions from filers, and in response the agency has issued extensive online guidance (including an astonishing 93 pages of FAQs!). Becaus
Our comments to the EEOC on its proposed new guidance on unlawful workplace harassment commend the agency for its effort to reflect changes in law and policy that have occurred in recent years, but also express concerns about proposed policy interpre
MEMBER FEEDBACK REQUESTED. CWC is pleased to announce a new online training resource designed to help our members understand the requirements of the recently enacted Pregnant Workers Fairness Act.
In developments of note regarding the status of President Biden’s nominations to serve in key workplace enforcement agency positions, the U.S. Senate has confirmed Jessica Looman as the Labor Department’s new Wage and Hour Administrator while a Senat
CWC is pleased to present an updated version of our primer on workplace harassment prevention and risk mitigation strategies.
Nearly a year and a half after President Biden originally nominated her for the position, the U.S. Senate has confirmed plaintiffs’ lawyer Karla Gilbride to serve as the new General Counsel to the Equal Employment Opportunity Commission.
CWC has filed written comments with the Equal Employment Opportunity Commission on the agency’s proposed regulations to implement the recently enacted Pregnant Workers Fairness Act. While we support many of the proposed provisions as consistent with
MEMBER FEEDBACK REQUESTED. As the filing season for the 2022 EEO-1 Reports approaches, there are still some unanswered questions as to the filing procedures, particularly for online filers. Our memo provides the latest information.
MEMBER FEEDBACK REQUESTED. The Equal Employment Opportunity Commission has proposed updated anti-harassment guidance for private sector employers, reflecting legal and societal changes that have occurred since the 1990s. CWC will be commenting on the
Public comments made recently by a senior official at the Equal Employment Opportunity Commission that the PWFA’s coverage is not limited to women have prompted questions from our members to explain how. Our memo delves into the issue.
The Equal Employment Opportunity Commission has adopted a new five-year plan listing its enforcement priorities over the next five years, including a new focus on the potentially discriminatory impact of AI in the employment context.
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.
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