EEOC

Memo
24-033
Wednesday, February 21, 2024

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.


Memo
24-032
Tuesday, February 20, 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


Memo
24-030
Wednesday, February 14, 2024

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.


Memo
24-024
Tuesday, February 6, 2024

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.


Memo
23-239
Tuesday, December 19, 2023

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.


Memo
23-236
Thursday, December 14, 2023

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.


Memo
23-228
Tuesday, December 5, 2023

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.


Memo
23-224
Tuesday, November 28, 2023

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.


Memo
23-218
Tuesday, November 14, 2023

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.


Memo
23-216
Thursday, November 9, 2023

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


Memo
23-214
Tuesday, November 7, 2023

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


Memo
23-210
Wednesday, November 1, 2023

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.


Memo
23-208
Monday, October 30, 2023

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


Memo
23-205
Wednesday, October 25, 2023

CWC is pleased to present an updated version of our primer on workplace harassment prevention and risk mitigation strategies.


Memo
23-203
Thursday, October 19, 2023

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.


Memo
23-200
Monday, October 16, 2023

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


Memo
23-198
Wednesday, October 11, 2023

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.


Memo
23-199
Wednesday, October 11, 2023

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


Memo
23-191
Monday, October 2, 2023

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.


Memo
23-188
Monday, September 25, 2023

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.


Memo
23-183
Tuesday, September 19, 2023

Two agencies with broad authority over federal employment laws have signed a Memorandum of Understanding designed to further enhance their enforcement efforts.


Memo
23-182
Monday, September 18, 2023

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


Memo
23-178
Monday, September 11, 2023

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.


Memo
23-170
Tuesday, August 29, 2023

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


Memo
23-164
Wednesday, August 16, 2023

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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