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EEOC’s Enforcement Activities Continue to Seek Violators of Anti-Discrimination Laws


Since January 1, 2022, EEOC has filed 17 lawsuits

Employers thinking that the Equal Employment Opportunity Commission (EEOC) has relaxed its enforcement efforts during the pandemic are sadly mistaken.  Even though EEOC has closed its physical offices, it continues to work hard to investigate and resolve charges of discrimination, conduct outreach and training, and file lawsuits against companies failing to conciliate cases. 

According to the EEOC newsroom, since the beginning of 2022, EEOC has had a total of 17 cases that have resulted in settlements.  The following is an overview of the cases, listed by the most recent settlement date:

EEOC also showed off its strength by holding Sherwood Food Distributors in contempt for violation of their consent decree in a class sexual discrimination case.   

It is important to take all allegations of discrimination seriously and to immediately investigate to assess the validity of the allegations.  Ensure that supervisors handle the situation delicately to prevent a retaliation claim.  Determine the best course of action based on the results of the internal investigation. 

Employers subjected to a formal charge of discrimination, filed with the EEOC or state fair employment practices agency, or a lawsuit, must deal with potential negative headlines, employee relations issues and potentially drawn-out litigation.  Employers should perform routine self-audits of their policies and conduct training to ensure that their policies and practices are being followed and uniformly applied in a non-discriminatory manner.  To quote Benjamin Franklin, “an ounce of prevention is worth a pound of cure.”

The foregoing has been prepared for the general information of clients and friends of Workplace Dynamics LLC and is not being represented as being all-inclusive or complete. It has been abridged from legislation, administrative ruling, agency directives, and other information provided by the government. It is not meant to provide legal advice with respect to any specific matter and should not be acted upon without professional counsel.