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.

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

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.

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.

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.

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.

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

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