The EEOC announced their year-end litigation round up for fiscal year 2023. It provides a list of those actions that employers should focus on avoiding. As we always recommend, an employer should solicit the counsel of competent legal counsel.
In general, policies and procedures should be in your manual and the manual should be updated at least annually. Supervisors and management should have frequent training so as to avoid some of the situations listed below.
Press Release 09-29-2023
EEOC Announced Year-End Litigation Round-Up for Fiscal Year 2023
Agency Significantly Increases its Litigation Filings, Including Systemic Cases
According to preliminary data, the U.S. Equal Employment Opportunity Commission (EEOC) filed 143 new employment discrimination lawsuits in fiscal year 2023, representing more than a 50% increase over fiscal year 2022 suit filings.
The fiscal year 2023 suit filings include 25 systemic lawsuits, almost double the number filed in each of the past three fiscal years and the largest number of systemic filings in the past five years. Also, the EEOC filed 32 non-systemic class suits seeking relief for multiple harmed parties and 86 suits seeking relief for individuals.
The cases filed by the EEOC challenge workplace discrimination under all of the statutes enforced by the Commission and represent a broad array of issues, including:
- barriers in recruitment and hiring,
- protecting vulnerable workers and persons from underserved communities,
- qualification standards and inflexible policies that discriminate against individuals with disabilities,
- the long-term effects of the COVID-19 pandemic,
- advancing equal pay,
- combatting unlawful harassment,
- and preserving access to the legal system.
“The EEOC was created as a result of an enduring national commitment to protecting civil rights, and the agency’s work helps fulfill the promise of justice and equality for America’s workers,” said EEOC Chair Charlotte A. Burrows. “The EEOC’s litigation program is an important tool to ensure compliance with the nation’s anti-discrimination laws and promote equal employment opportunity when the Commission is unable to obtain voluntary compliance.”
The EEOC provides information about past litigation in Office of General Counsel Annual Reports.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
James P. Randisi, President of Randisi & Associates, Inc., has been helping employers protect their clients, workforce and reputation through implementation of employment screening and drug testing programs since 1999. This post does not constitute legal advice. Randisi & Associates, Inc. is not a law firm. Always contact competent employment legal counsel. Mr. Randisi can be contacted by phone at 410.494.0232 or Email: info@randisiandassociates.com or the website at randisiandassociates.com
