The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing workplace discrimination laws. The EEOC has been a powerful tool for ensuring that employers comply with federal laws and treat employees fairly. Recently, news has been circulating about changes to come in EEOC enforcement, indicating that employers should expect a shift in the way the EEOC will be doing its job.
The Budget
Perhaps the biggest change to come in EEOC enforcement is an increase in the agency’s budget. In May of 2020, the EEOC received an increase of $31 million in its budget. This is the first budget increase since the agency’s budget was cut by almost $20 million in 2017. The increase in funding will allow the EEOC to hire additional staff, upgrade technology, and increase its investigations and enforcement activities. This means that employers should expect greater scrutiny of their employment practices and should take steps to ensure they are compliant with the law.
New Leadership
The EEOC is also likely to see new leadership in the near future. President Joe Biden has already nominated Charlotte Burrows to serve as the EEOC’s chair. Burrows has extensive experience in employment law and civil rights, having served as the Department of Justice’s Civil Rights Division’s Principal Deputy Assistant Attorney and as the EEOC’s General Counsel from 2009-2013. Her nomination is subject to Senate confirmation, but she is expected to be appointed to the position soon.
Revised Strategic Priorities
The EEOC is also likely to revise its strategic priorities in the near future. Under the Trump administration, the EEOC had focused its efforts on reducing the backlog of discrimination claims, pursuing systemic investigations, and addressing pay discrimination. Under Burrows’ leadership, the EEOC is expected to shift its focus to enforcing anti-discrimination laws and promoting equal employment opportunities, especially for historically marginalized groups. This shift will likely mean increased enforcement of Title VII of the Civil Rights Act and the Americans with Disabilities Act, as well as greater attention to issues such as pay equity and workplace harassment.
Conclusion
Employers should expect a shift in EEOC enforcement in the near future. The agency’s budget has been increased, new leadership is likely to be appointed, and revised strategic priorities may mean greater scrutiny of employment practices. Employers should take steps now to ensure they are compliant with the law and to avoid potential fines and lawsuits.
By staying informed about changes to come in EEOC enforcement, employers can ensure that they are providing a safe and equitable workplace for all employees.
