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EEOC Strategic Enforcement Plan

Posted on : August 12, 2016
EEOC Strategic Enforcement Plan

EEOC Strategic Enforcement Plan

The Equal Employment Opportunity Commission (EEOC) recently developed an EEOC Strategic Enforcement Plan. This Strategic Plan has six national enforcement priorities in place to help reduce discrimination:

  1. Eliminating Barriers in Recruitment and Hiring.

To combat systemic discrimination, the EEOC will target class-based recruitment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities who confront discriminatory policies and practices at the requirement and hiring stages.

  1. Protecting Immigrant, Migrant and Other Vulnerable Workers.

The EEOC will target disparate pay, job segregation, harassment, trafficking and discriminatory policies affecting vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them.

  1. Addressing Emerging and Developing Issues.

The EEOC will target emerging issues in equal employment law, including issues associated with significant events, demographic changes, developing theories, new legislation, judicial decision and administrative interpretations.

  1. Enforcing Equal Pay Laws.

The EEOC will target compensation systems and practices that discriminate based on gender.  Under this priority issue, the EEOC will encourage the use of directed investigations and Commissioner Charges to facilitate enforcement.

  1. Preserving Access to the Legal System.

The EEOC will target policies and practices that discourage or prohibit individuals from exercising their rights under employment discrimination statues, or that impede the EEOC’s investigative or enforcement efforts.

  1. Preventing Harassment Through Systemic Enforcement and Targeted Outreach.

The EEOC will pursue systemic investigations and litigation and conduct a targeted outreach campaign to deter harassment in the workplace.  Harassment complaints based on race, ethnicity, religion, age, and disability remain the most frequent complaint raised in the workplace for all employees. All the above are the focus points of the new EEOC Strategic Enforcement Plan.

If you, a friend or family member need to discuss a EEOC claim, contact one of our Attorneys skilled in EEOC matters at 601-202-1111 today.


Pepper & Odom Law Firm

571 Highway 51, Suite B. Ridgeland, MS 39157

601-202-1111

Original content by: Attorney Craig Panter of Panter Law Firm

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