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EEOC overall, as well as the number of systemic lawsuits filed specifically, and touts the substantial monetary recoveries that the EEOC continues to reel in from employers.
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EEOC in FY 2018, making for a sizable jump of 13.
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And, by reducing its backlog, the EEOC is freeing up its resources for further enforcement efforts.
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For example, an employee would not have to have a reasonable, valid allegation, nor tell the truth during an EEOC investigation to still retain protection, and thus remain secure from employer disciplinary actions.
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The deadline for filing a charge of discrimination with the EEOC is 180 days from the date of the discrimination.
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As noted in our other reports, clearly the EEOC is aggressively pursuing its strategic goals under the current administration.
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Overall, the statistics show that the EEOC filed 199 merits lawsuits in FY 2018, up from 184 merits lawsuits filed in FY 2017.
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EEOC continues to get results, as demonstrated by its recovery statistics.
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On April 10, 2019, the EEOC released its comprehensive enforcement and litigation statistics for Fiscal Year 2018.
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If a charge is filed with the FCC, we will act as a receiving agency but will forward the charge to the EEOC for evaluation.
Another priority of the EEOC in recent years has been reducing the large backlog of pending charges, which had been a longstanding issue for the agency.
FY 2018, following up on FY 2017, in which the EEOC decreased its charge inventory by 16.
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EEOC in FY 2018.
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Nevertheless, the EEOC still decreased its charge inventory by 19.
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The EEOC would also consider participation activity to be protected, regardless of its truth or validity.
Any questions about how this deadline is determined or if there are any exceptions should contact the EEOC.
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MVPD has discriminated unlawfully may file with the EEO staff but, in accordance with a Memorandum of Understanding (MOU) between the FCC and the Equal Employment Opportunity Commission (EEOC), the EEOC is the lead federal agency on determining discrimination.
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Latest EEOC action likely to increase retaliation lawsuits against employers.
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On April 10, 2019, the EEOC released its comprehensive enforcement and litigation statistics for Fiscal Year 2018 (available here).
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The EEOC boasted substantial recoveries to boot.
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EEOC Keeping Its Foot On The Gas.
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EEOC notes, the percentages total more than 100 because some charges allege multiple bases.
Rolling: EEOC's 2018 Enforcement And Litigation Statistics Show Charges Down But The Agency Still On The Move.
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If the EEOC guidance is finalized, employers should be attentive to its content and mindful in dealings with individuals who are involved in any protected activity, keeping in mind that protected activity will be construed broadly.
In accordance with the MOU, the FCC will take cognizance of any final finding of discrimination determined by the EEOC or other competent body such as a state agency or court.
Both employees and employers (or authorized representatives of the employer) must complete the form.
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Other changes throughout the EEOC guidance modify the causation standard.
Looking at the numbers, however, the 37 systemic lawsuits filed in FY 2018 was up from 30 that the EEOC filed in FY 2017, 18 in FY 2016 and 16 in FY 2015.
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Therefore, a retaliation claim could be substantiated for employer action that, in fact, results in no harm to the employee whatsoever.
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