Former Equal Employment Opportunity Commissioner Jocelyn Samuels, who was terminated by President Trump in January, has filed a lawsuit seeking reinstatement.

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

President Trump has renominated Andrea Lucas to serve a second term on the EEOC. However, even if her renomination is confirmed, the agency still lacks a quorum to enact or change major policy guidance.

EEOC Acting Chair Lucas has launched a probe of DEI practices at major law firms, sending detailed information requests to 20 firms and establishing an email address for whistleblowers to report information about potentially unlawful activity to the

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 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.

CWC held a members-only roundtable on January 29 to explain the ramifications of President Trump’s new executive order that rescinded long-standing Executive Order 11246.

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.

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.