March 2017 EEOC Updates

EEOC Launches Online Inquiry and Appointment System

On March 13th, the EEOC announced that five of the offices nationwide have launched an Online Inquiry and Appointment System.  The new system will allow for individuals to go online and electronically submit initial inquiries and requests for intake interviews with the EEOC, which are typically the first steps for individuals to file a discrimination charge with the EEOC.  The EEOC receives around 200,000 inquiries per year.

Equal Employment Opportunity Law Training

By law, employers are required to prevent employment discrimination in the workplace.  Fortunately, the EEOC provides both free and paid education courses that are designed to assist employers and employees to understand and help prevent discrimination.  To access a list of courses, click the link above.

EEOC Enforcement and Litigation Statistics

The EEOC lists all enforcement and litigation statistics on their website, which allows users to view data broken down by fiscal year, bases by issue, charges by issue, and issues in each state.  To view the statistical data, click the link above.

$300,000 to Settle Sex Discrimination Suit

The EEOC announced that it has reached a $300,000 settlement plus additional relief to resolve a sex discrimination lawsuit.  The suit was brought on by EEOC as the company failed to promote a 20 year female veteran to a higher position due to her gender, and selected a male for the role even though he was unqualified.   Sex discrimination violates Title VII of the Civil Rights Act of 1964.

$325,000 to Settle Disability Discrimination Suit

A California based company has reached a $325,000 settlement plus additional relief with the EEOC to settle a disability discrimination lawsuit.  The suit was filed in 2015 and alleged that the company discriminated against a class of applicants and employees on the basis of their disability, a record of a disability, or the perception of one.  Disability discrimination is a federal offense and employers must provide reasonable accommodation under the ADA.