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EEOC

EEOC

Government Administration

Washington, D.C. 109,335 followers

Advancing EEO for all. Sharing information here to help you understand and prevent employment discrimination.

About us

The EEOC, U.S. Equal Employment Opportunity Commission, enforces federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs. EEOC Comment Policy and Privacy Statement: https://www.eeoc.gov/social_media_policies.cfm

Website
http://www.EEOC.gov
Industry
Government Administration
Company size
1,001-5,000 employees
Headquarters
Washington, D.C.
Type
Government Agency
Founded
1965
Specialties
Human Resources, Employer Resources, Workplace Rights, Employee Rights, Equal Pay, Harassment Prevention, Discrimination Prevention, EEO, Diversity, Inclusion, Wages, Alternative Dispute Resolution, ADR, Workplace Law

Locations

Employees at EEOC

Updates

  • View organization page for EEOC

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    Workplace Retaliation Could be Hurting Your Business: Strategies for Prevention and Response March 25, 2025, 1 p.m. – 3 p.m. ET Virtual Registration Fee: $275 per person   Did you know that retaliation continues to be the most frequently filed charge with the EEOC with over 50% of charges citing a retaliation claim? Join us for an insightful and engaging workshop that explores the critical issue of retaliation in the workplace. Learn how to recognize, prevent, and respond to retaliatory behaviors that undermine workplace fairness and employee morale. This session will cover key legal protections, practical strategies for creating a respectful environment, and steps to take if retaliation occurs. Whether you're a manager, attorney, or HR professional, this workshop will equip you with the knowledge and tools to foster a safer, more equitable workplace. Use this link to learn more about the workshop and to register: https://lnkd.in/g6Fiz9pY

    • EEOC virtual workshop titled workplace retaliation could be hurting your business: strategies for prevention and response. March 25, 2025 at 1 p.m. eastern time.
  • View organization page for EEOC

    109,335 followers

    The State of the EEOC: Frequently Asked Questions Recently, President Trump issued a series of executive orders directing the federal government, including the EEOC, to combat serious patterns of discrimination and harassment. With these orders and recent changes in the bipartisan leadership panel of EEOC Commissioners, the EEOC has received questions about the agency’s operating status. A new document, “The State of the EEOC: Frequently Asked Questions,” responds to many of the questions. Under the leadership of Acting Chair Andrea Lucas, the EEOC remains open for business and fully committed to protecting the civil rights of all Americans, advancing individual equal opportunity for all, and relentlessly combatting private sector and public sector discrimination. Use the link below to read the Q&As and related Executive Orders which are linked in the document. https://lnkd.in/eantwVSD

    • “I am confident that the work of our agency remains critically important, as illustrated by multiple Executive Orders protecting civil rights and expanding individual, merit-based opportunity issued by the President in his first few days in office,” said EEOC Acting Chair Andrea R. Lucas
  • View organization page for EEOC

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    President Donald J. Trump has appointed Andrew Rogers as the acting general counsel of the U.S. Equal Employment Opportunity Commission (EEOC).    Andrew Rogers has served as chief counsel to Acting Chair Andrea Lucas since October 2020, during her prior tenure as commissioner and her tenure as acting chair to date. In this position he participated in all aspects of the Commission’s work, including regulations, subregulatory guidance, amicus filings, federal sector matters, commissioner’s charges, subpoena determinations, and litigation.    “I am delighted that President Trump has appointed Andrew Rogers as Acting General Counsel. Andrew is a brilliant lawyer, a strategic thinker, and a trusted advisor. He has deep and broad employment law experience between his government service with me at the EEOC and with former EEOC Commissioner Keith Sonderling at the Department of Labor’s Wage and Hour Division, as well as his time in private practice. I look forward to partnering with Andrew in his new role to continue the important work of the agency.” - EEOC Acting Chair Andrea Lucas   Prior to his time on the Commission, Rogers served in the Wage and Hour Division of the U.S. Department of Labor, where he focused primarily on regulations and opinion letters. Before that, he practiced labor and employment law at Littler Mendelson PC and Paul Hastings LLP. Earlier in his career, he clerked for then-Chief Judge Harvey Bartle III of the U.S. District Court for the Eastern District of Pennsylvania. Rogers received a degree with honors from the University of Virginia, as well as his J.D. from the University of Virginia School of Law.

    • Andrew Rogers named acting EEOC general counsel. "I am honored to be selected by the President to serve at the Commission and to advance robust, high-quality, efficient, and transparent enforcement of our nation's civil rights laws via the agency's litigation program," said Andrew Rogers.
  • View organization page for EEOC

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    There’s less than a week left to register for “Tackling Employer Defenses Under the ADA: Undue Hardship and Direct Threat Defenses.” The second most-often filed charge with the Commission alleges disability discrimination, and employers may claim undue hardship or direct threat in their defense. The EEOC brings you the only training designed specifically for employers to understand the available defenses under the Americans with Disabilities Act. Through case studies and real-world examples, attendees will learn the legal requirements for both defenses. Join us virtually on February 6, 2025 at 10 a.m. PT/ 1 p.m. ET. Continuing Education Credits California CLE - approved for 2 hours Nevada CLE - approved for 2 hours HRCI - approved for 2 hours SHRM - approved for 2 hours Federal investigator and counselor refresher - approved for 2 hours Cost: $275/per person https://lnkd.in/gvw8Ug3n

    • EEOC virtual workshop. "Tackling employer defenses under the ADA: under hardship and direct threat defenses"

February 6, 2025
10 a.m. Pacific Time, 1 p.m. Eastern Time
  • View organization page for EEOC

    109,335 followers

    The EEOC continues to enforce federal antidiscrimination laws, including the intake, processing, investigation, and resolution of charges of discrimination. If you believe that you have been discriminated against at work because of your race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information, you can file a charge of discrimination. https://lnkd.in/emUATKy

    • Screenshot of an infographic titled, "4 Ways to Contact the EEOC." To read the graphic in its entirety, use this link: https://www.eeoc.gov/sites/default/files/2024-05/4%20ways%20to%20Contact%20the%20EEOC-paper%20%282%29508FINAL.pdf
  • View organization page for EEOC

    109,335 followers

    EEOC Acting Chair Andrea Lucas announced that the agency is returning to its mission of protecting women from sexual harassment and sex-based discrimination in the workplace by taking the following immediate actions. - Prioritized compliance, investigations, and litigation to defend the biological and binary reality of sex and related rights, including women’s rights to single-sex spaces at work. - Removal of the agency’s “pronoun app,” a feature in employees’ Microsoft 365 profiles, which allowed an employee to opt to identify pronouns, content which then appeared alongside the employee’s display name across all Microsoft 365 platforms, including Outlook and Teams. This content was displayed both to internal and external parties with whom EEOC employees communicated. - Ended the use of the “X” gender marker during the intake process for filing a charge of discrimination. - Directed the modification of the charge of discrimination and related forms to remove “Mx.” from the list of prefix options. - Commenced review of the content of EEOC’s “Know Your Rights” poster, which all covered employers are required by law to post in their workplaces. - Removed materials promoting gender ideology on the Commission’s internal and external websites and documents, including webpages, statements, social media platforms, forms, trainings, and others. The agency’s review and removal of such materials remains ongoing. Where a publicly accessible item cannot be immediately removed or revised, a banner has been added to explain why the item has not yet been brought into compliance. “Because of biological realities, each sex has its own, unique privacy interests, and women have additional safety interests, that warrant certain single-sex facilities at work and other spaces outside the home. It is neither harassment nor discrimination for a business to draw distinctions between the sexes in providing single-sex bathrooms or other similar facilities which implicate these significant privacy and safety interests. And the Supreme Court’s decision in Bostock v. Clayton County does not demand otherwise: the Court explicitly stated that it did ‘not purport to address bathrooms, locker rooms, or anything else of the kind,” said Acting Chair Lucas. Read the full announcement: https://lnkd.in/earZKtYy.

    • Removing gender ideology & restoring the EEOC’s role of protecting women in the workplace
EEOC Acting Chair Andrea R. Lucas announced 6 immediate actions taken to comply with Exec Order 14168, “Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government.
  • View organization page for EEOC

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    President Donald J. Trump has named Commissioner Andrea Lucas Acting Chair of the EEOC. Lucas has served as an EEOC Commissioner since 2020, having been nominated by President Trump during his first term. “I am honored to be chosen by President Trump to lead the EEOC, our nation’s premier civil rights agency enforcing federal employment antidiscrimination laws. I look forward to restoring evenhanded enforcement of employment civil rights laws for all Americans. In recent years, this agency has remained silent in the face of multiple forms of widespread, overt discrimination. Consistent with the President’s Executive Orders and priorities, my priorities will include rooting out unlawful DEI-motivated race and sex discrimination; protecting American workers from anti-American national origin discrimination; defending the biological and binary reality of sex and related rights, including women’s rights to single-sex spaces at work; protecting workers from religious bias and harassment, including antisemitism; and remedying other areas of recent under-enforcement. Our employment civil rights laws are a matter of individual rights. We must reject the twin lies of identity politics: that justice is measured by group outcomes and that civil rights exist solely to remedy harms against certain groups. I intend to dispel the notion that only the ‘right sort of’ charging party is welcome through our doors and to reinforce instead the fundamental belief enshrined in the Declaration of Independence and our civil rights laws—that all people are ‘created equal.’ I am committed to ensuring equal justice under the law and to focusing on equal opportunity, merit, and colorblind equality.” During her tenure on the Commission, Lucas has written and spoken (https://lnkd.in/eY4vtHsb) frequently about challenging and emerging issues in employment and civil rights law to educate workers about their rights, help employers comply with their responsibilities, and correct common misunderstandings about the law. Before her appointment to the EEOC, Lucas practiced labor and employment law for an international law firm in Washington, D.C. Earlier in her career, she clerked on the United States District Court for the Eastern District of Virginia. Read more about Acting Chair Lucas on EEOC’s website at https://lnkd.in/e3u2xPm6.

    • President appoints Andrea R. Lucas EEOC Acting Chair

“I am honored to be chosen by President Trump to lead the EEOC, our nation’s premier civil rights agency enforcing federal employment antidiscrimination laws. I look forward to restoring evenhanded enforcement of employment civil rights laws for all Americans.”  - EEOC Acting Chair Andrea Lucas
  • View organization page for EEOC

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    Bending Toward Justice: 60 Years of Civil Rights Laws Protecting Workers in America A new EEOC report discusses civil rights protections afforded to workers and identifies EEOC resources to help employees, applicants, employers, staffing agencies, unions, and others in both the public and private sectors recognize and prevent discrimination (including harassment and retaliation). It also provides a historical overview of the development of Federal anti-discrimination laws protecting workers. The report includes a timeline of amendments, EEOC guidance, and significant court cases relevant to the civil rights laws that the EEOC enforces—highlighting the ongoing evolution of these laws and the important role that the EEOC continues to have in preventing and remedying employment discrimination and advancing equal opportunity for all.  https://lnkd.in/eY_ka7W9

    • Bending Toward Justice: 60 Years of Civil Rights Laws Protecting Workers in America

The ongoing evolution of civil rights laws and the important role that the EEOC continues to have in preventing and remedying employment discrimination and advancing equal opportunity for all.

(The image includes a photo of the civil rights timeline that is Figure 1 in the report.)
  • View organization page for EEOC

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    Join us on March 5, 2025 for "ADA Etiquette and Best Practices," a virtual event. Participants will discuss best practices when handling situations that arise under the Americans with Disabilities Act (ADA), the reasonable accommodation and interactive process, addressing concerns about safety, and when it may be permissible to ask disability-related questions during the application and employment process. This event is designed specifically for a diverse audience, including private sector HR professionals, business owners, managers, state and local government officials, attorneys, staffing agencies, and others. Use this link to access the full agenda and register for this training event: https://lnkd.in/eQw_XdPC #ADA #Training #EEO

    • ADA Etiquette and Best Practices
Words matter! This seminar will discuss why understanding communication with individuals with physical and mental disabilities is so important for creating inclusive and respectful workplaces.

March 5, 2024 at 11 a.m. CT
  • View organization page for EEOC

    109,335 followers

    Christopher Green has been appointed director of the EEOC's San Francisco District, effective Jan. 13, 2025. As director, Green will provide guidance and support to local offices under his district in matters of investigation, charge processing, education, outreach and other areas. Green has worked for the EEOC in various roles for 16 years. “I’m confident Chris Green will excel as director of the San Francisco district,” said EEOC Chair Charlotte A. Burrows. “He has shown a dedication to the agency and its mission throughout his career, and we are lucky to have him at the helm of the San Francisco district.” Read the full announcement on our website: https://lnkd.in/epprYgPd

    • Christopher Green Appointed Director of EEOC’s San Francisco District

“I am incredibly honored to be chosen to serve as the district director for the San Francisco district,” Green said. “I’m excited to lead our talented district team in the enforcement of federal anti-discrimination laws and delivering high quality services to the employee, employer and advocacy communities in our region.”

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