2016 marks the last year of the EEOC’s 2013-2016 Strategic Enforcement Plan. Still, many of the issues the agency faced three years ago remain, in addition to some new ones. From pregnancy discrimination to wellness programs to LGBT discrimination to harassment and, most recently, to pay discrimination, the EEOC continues to aggressively pursue employers who are not in compliance with federal law. It also follows its own internally developed enforcement guidelines on these subjects.

For 2016, the EEOC requested federal funds to hire 47 new investigators. With charges of discrimination still hovering around the 100,000 per year mark, the EEOC can be expected to be extremely vigilant about pursuing employers who are not in compliance with federal discrimination laws. The EEOC recognized in its Strategic Enforcement Plan that an outreach campaign aimed at educating employees is an important strategy to deter employer violations.

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]