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Jan 14, 201308:23 AMForward HR

with Diane Hamilton and Nilesh Patel

EEOC’s strategic enforcement plan for 2013-16

EEOC’s strategic enforcement plan for 2013-16

(page 1 of 2)

On Dec. 17, 2012, the U.S. Equal Employment Opportunities Commission (EEOC) approved a strategic enforcement plan, which will be effective from Oct. 1, 2013 through Sept. 30, 2016. The plan outlines six enforcement priorities that employers should keep in mind.

The EEOC is the federal agency that enforces laws prohibiting discrimination on the basis of characteristics such as age, race, sex, disability, religion, national origin, pay, and genetic information. The agency also protects workers from retaliation for opposing discriminatory practices, filing a charge of discrimination, or participating in an investigation or lawsuit related to discrimination protections.

The agency will focus its enforcement efforts in a way that has a broad impact, tackles developing areas of law, affects workers who may lack an awareness of their rights or be reluctant to complain, or advances full enforcement of anti-discrimination laws. The six priorities include:

  1. Eliminating barriers in recruitment and hiring by targeting intentional acts of discrimination or practices that have a discriminatory effect against protected groups.
  2. Protecting immigrant workers, migrant workers, or other vulnerable groups from discriminatory pay practices, job segregation, harassment, and trafficking.
  3. Addressing emerging and developing issues caused by demographic changes such as the aging work force, significant events such as 9/11 (which still leads to complications for Sikhs, Muslims, and other South Asians), and changes in the law.
  4. Enforcing equal pay laws by investigating compensation systems and practices that discriminate based on gender.
  5. Preserving access to the legal system by curbing retaliation, invalidating settlement provisions that prohibit the filing of discrimination charges or participation in investigations, and cracking down on poor record-keeping.
  6. Preventing harassment based on race, ethnicity, religion, age, disability, and sexual harassment.

The EEOC has requested a fiscal year 2013 budget of $373 million. To implement its plan the agency will rely on four approaches: 1) strategic litigation, 2) use of mediation or other alternate dispute resolution programs to reach administrative settlements, 3) compliance assistance from partner agencies such as the Wisconsin Department of Workforce Development or Madison Equal Opportunities Commission, and 4) educating claimants about their rights and referring them to pro bono clinics, state bar association information services, and private attorneys. The reliance on education programs and referrals to non-EEOC resources will be critical, as the agency cannot litigate every valid claim. For example, in 2011, the agency only filed 261 lawsuits while individuals filed over 16,000.

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About This Blog

 Diane Hamilton, PCC, SPHR, is the owner and founder of Calibra, a coaching and consulting firm focused on maximizing leadership potential. Nilesh Patel is the principal attorney of the Mahadev Law Group, LLC, which focuses on human resources and employment law issues for organizations. He can be reached at npp@mahalawgroup.com. Both bloggers are members of Wisconsin SHRM, which is dedicated to being the state leader in HR management and the premier source for HR expertise and resources. More information can be found at www.wishrm.org. You can follow the WI SHRM blog at http://wishrm.wordpress.com.

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