EEOC Acting Chair Andrea Lucas has put employers on notice that the EEOC will make claims of national origin discrimination a priority if employers prefer alien workers.

The Eighth Circuit has allowed a group of states to proceed with a lawsuit concerning the EEOC’s interpretation of the PWFA that requires employers to reasonably accommodate employees seeking abortions.

The White House issued an executive order dramatically limiting the autonomy of independent agencies, such as the National Labor Relations Board.

The EEOC has asked several federal courts to dismiss lawsuits it brought last year alleging that employers violated Title VII after learning of an employee’s gender identity, reflecting a new policy toward considering such charges.

The EEOC has already taken several steps to comply with Executive Order 14168, Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, including rescinding several guidance documents.

President Trump has fired three Senate-confirmed Democrats from the Equal Employment Opportunity Commission: the agency’s General Counsel, Karla Gilbride, and Commissioners Charlotte Burrows and Jocelyn Samuels. None of the officials have yet indicat

Annual data released by the EEOC shows continued above average use of “Commissioner charges” prompting discrimination investigations in the absence of charges filed by alleged victims.

President Trump has moved quickly to install new leadership at agencies responsible for workplace compliance.

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.

The Biden Administration has published its final regulatory agenda. While largely an academic exercise given the results of November’s election, it demonstrates the administration made little progress on workplace regulatory priorities in the last fe

OFCCP recently received two FOIA requests for all EEO-1 Type 2 Reports held by the agency for the 2021 filing year. Contractors have until December 9 to file objections before OFCCP discloses the requested information.

The EEOC has proposed revising its regulations related to the undue hardship exemption for EEO-1 reporting requirements and delegating the authority to grant requests to the agency’s Chief Data Officer.

CWC recently held its tenth annual Talent Acquisition Compliance Summit featuring substantive presentations, facilitated discussions, and small-group sessions. Our memo provides the highlights.

CWC’s recently concluded 2024 CD&I Conference featured in-depth discussions on topics of importance to our members’ everyday compliance efforts. Our memo provides a summary.

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.

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

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.

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 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.

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

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

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.

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.