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.

A federal district court ruled that the Naval Academy’s use of race in admissions is constitutional, distinguishing the case from last year’s landmark Supreme Court decision in Harvard.

OFCCP recently published a guide to help construction contractors understand and prevent harassment in the workplace. Much of the information provided in the FAQ-style guide is applicable to all employers.

A federal court has temporarily blocked OFCCP from administrative enforcement of claims of discriminatory hiring reasoning that OFCCP’s administrative enforcement regime is likely unconstitutional.

Data released recently by the U.S. Department of Labor show that the number of new complaints filed with the agency by military service members under the USERRA for fiscal year 2023 dipped slightly, but are still near historic highs.

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.

The Supreme Court has agreed to hear several cases during its upcoming term which could impact employment law compliance. Our memo provides a summary.

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

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 appeals court found that an employee claiming religious discrimination under Title VII could not connect his actions to his beliefs.

The appeals court has ruled that a federal law that prevents intentional discrimination based on race also protects U.S. citizens when they claim that they were discriminated against in favor of nonimmigrant visa holders.

A recent settlement involving an employer and the EEOC underscores the risk an employer incurs when it questions whether an employee who asks for a religious accommodation has sincerely held religious beliefs.

Federal district courts have reached different conclusions in assessing challenges to controversial parts of the EEOC’s regulations implementing the Pregnant Workers Fairness Act. Our memo explains.

In a decision involving a discrimination claim by a federal employee, the EEOC has taken the position that an employer violates Title VII by maintaining a health plan that excludes coverage for gender-affirming treatment.

The Republican Attorneys General in a number of states, led by Tennessee, have filed lawsuits claiming among other things that the structure of the Equal Employment Opportunity Commission is unconstitutional.

For the second year in a row, the EEOC saw a notable increase in discrimination charges filed this past year, with allegations of unlawful retaliation once again leading the way.

As we predicted, a lawsuit has been filed by the Republican Attorneys General of 18 separate states challenging the EEOC’s new anti-harassment guidance and its SOGI discrimination provisions.

A bill that would outlaw pre-dispute arbitration of age discrimination claims has cleared a key U.S. Senate Committee on a bipartisan vote, paving the way for possible enactment later this year.

The EEOC has filed a rare friend-of-the-court brief in a federal district court case arguing that an AI software vendor can be liable under federal anti-discrimination laws if the use of its product by an employer allegedly discriminates against a pr

The EEOC’s new anti-harassment guidance supersedes previous guidance issued more than 20 years ago, and as expected, takes an expansive view of what constitutes unlawful harassment.

In an important employment discrimination case, the U.S. Supreme Court has lowered the burden of proof on an employee to prove that an unwanted job transfer violated Title VII of the Civil Rights Act.

In another recent example of how diversity-related initiatives are under increasing legal challenge, a federal district court in Texas has ruled that the MBDA, an agency within the U.S. Department of Commerce, discriminates on the basis of race, and

A recent ruling by a federal appeals court underscores the importance of operating DEI programs within the law.