On November 21, the U.S. Equal Employment Opportunity Commission (“EEOC”) issued its Enforcement Guidance on National Origin Discrimination, which outlines the agency’s guidance on the provisions of Title VII that prohibit national origin discrimination.
On Nov. 21, 2016, the United States Equal Employment Opportunity Commission (EEOC) issued updated enforcement guidance on national origin discrimination for the first time in 14 years.
On November 18, 2016, the EEOC issued new guidance on its enforcement of anti-discrimination laws related to national origin. The guidance provides clarification on the scope of national origin under Title VII and supersedes the 2002 update to the EEOC Compliance Manual, Volume II, Section 13.
Employers take note: the EEOC has issued an updated Strategic Enforcement Plan (“SEP”) for fiscal years 2017-2021.
Perhaps because of the unfortunate social tensions arising after the U.S. Presidential election which include some inappropriate threats against immigrants and people of color, the EEOC issued its Enforcement Guidance on National Origin Discrimination last week.
Bullseye On Big Business: EEOC’s 2016 Performance and Accountability Report Shows Target On Systemic Litigation
The EEOC recently released its annual Performance and Accountability Report for the fiscal year 2016, a must-read for employers regarding statistical data on EEOC litigation.
This week the Equal Employment Opportunity Commission (“EEOC”) released guidance regarding national origin discrimination under Title VII of the Civil Rights Act of 1964 (Title VII).
On November 21, 2016, the EEOC announced the release of new enforcement guidance addressing national origin discrimination.
On November 15, 2016, the EEOC published its Fiscal Year 2016 Performance and Accountability Report.
It’s been almost two weeks since Donald Trump was elected president, and information has been starting to emerge about his potential administration and policies.