EEOC

Memo
24-160
Wednesday, September 25, 2024

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


Memo
24-162
Wednesday, September 25, 2024

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.


Memo
24-159
Monday, September 23, 2024

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.


Memo
24-157
Wednesday, September 18, 2024

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.


Memo
24-155
Monday, September 16, 2024

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.


Memo
24-154
Thursday, September 12, 2024

Our updated ADA Reasonable Accommodation Compliance Guide answers questions that could arise as an employer works through the interactive process laid out in Americans with Disabilities Act compliance guidance issued by the Equal Employment Opportuni


Memo
24-144
Wednesday, August 28, 2024

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


Memo
24-130
Tuesday, August 6, 2024

As Congress moves forward with setting funding levels for the federal government in FY 2025, it is looking increasingly likely that workforce enforcement agencies such as OFCCP and the EEOC will end up being funded at current FY 2024 levels.


Memo
24-123
Wednesday, July 24, 2024

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.


Memo
24-118
Tuesday, July 16, 2024

Five years after the EEOC rescinded portions of agency regulations dealing with ADA/GINA-compliant incentives offered in conjunction with corporate wellness plans, the EEOC has now officially rescinded interpretive guidance issued in conjunction with


Memo
24-106
Monday, June 24, 2024

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.


Memo
24-098
Tuesday, June 11, 2024

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.


Memo
24-095
Monday, June 3, 2024

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.


Memo
24-092
Wednesday, May 29, 2024

In a heads up to all entities that are required to file annual EEO-1 reports, the Equal Employment Opportunity Commission has sued 15 employers for failure to comply.


Memo
24-086
Monday, May 20, 2024

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.


Memo
24-085
Monday, May 20, 2024

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.


Memo
24-080
Thursday, May 9, 2024

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


Memo
24-077
Monday, May 6, 2024

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.


Memo
24-071
Tuesday, April 23, 2024

CWC’s written comments to the EEOC agree that its recently revised procedural regulations are consistent with changes required by enactment of the Pregnant Workers Fairness Act. At the same time, we express concern that the agency finalized the regul


Memo
24-068
Thursday, April 18, 2024

CWC WEB WORKSHOP on April 30, 2024. The EEOC, over the objection of two of its Commissioners, has issued final regulations interpreting the Pregnant Workers Fairness Act, giving the law an expansive reading that is almost certain to be challenged in


Memo
24-060
Thursday, April 4, 2024

CWC WEB WORKSHOP ON THURSDAY, APRIL 11. The White House Office of Management and Budget has revised the standards that federal agencies use to collect race/ethnicity data, and it will take some time before the changes are incorporated into collection


Memo
24-056
Wednesday, March 27, 2024

Following the EEOC’s announcement that the filing season for 2023 EEO-1 Reports will begin on April 30, 2024, updated instructions recently posted to the agency’s EEO-1 Filing website indicate that there are no changes to the process used for filing


Memo
24-051
Thursday, March 21, 2024

The Equal Employment Opportunity Commission, in a likely sign that it is getting ready to reinstate a pay data collection requirement, has released to the public a new Data Dashboard allowing users to review and sort aggregate EEO-1 “Component 2” pay


Memo
24-044
Monday, March 11, 2024

As part of a deal to fund a portion of the federal government through September 30, Congress has allocated a budget of $455 million to the EEOC, the same amount the agency received last fiscal year.


Memo
24-041
Tuesday, March 5, 2024

A federal trial court has ruled that the Pregnant Workers Fairness Act cannot be enforced against the state of Texas because the House of Representatives did not have a necessary Constitutional quorum when the PWFA was enacted.


No content found


© 2024 Center for Workplace Compliance (CWC™). All rights reserved. Formerly EEAC. No part of this document may be reproduced without permission of CWC. This resource is intended for the exclusive use of CWC’s members. Any sharing, copying, exchanging, repurposing, reproduction, or assignment of CWC’s resources or other copyrighted materials to any party outside of a CWC member organization in good standing without the express written consent of CWC is strictly prohibited. If you have questions about your membership status or becoming a CWC member, please contact us at info@cwc.org or 202-629-5655.