Newly appointed U.S. Equal Employment Opportunity Commission (EEOC) Chair Jenny Yang recently offered some insight into the EEOC’s areas of focus for 2015, providing all employers with a preview of some of the key regulatory and enforcement actions on the horizon.
On March 16, the Tenth Circuit Court of Appeals – which has jurisdiction over appeals from Colorado, Kansas, New Mexico, Oklahoma, Utah and Wyoming – drove home that when it comes to jury instructions, the devil is in the details.
We’ve written before on the questionable statistics used by the U.S. Equal Employment Opportunity Commission (EEOC) in other cases, and a recent court of appeals case involving background checks suggests that the EEOC is continuing to use such methods despite scathing criticism from courts.
Although the facts alleged in a recent lawsuit entitled EEOC v. D&S Shipley Donuts are not quite as patronizing as the title of this post suggests; they are close.
On February 24, 2015, the District Court for the Western District of Virginia dismissed a pregnancy discrimination lawsuit because the Equal Employment Opportunity Commission (“EEOC”) prematurely issued a “right-to-sue” notice, giving the plaintiff permission to file a lawsuit in court before she was allowed to do so under the law.