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Article Summary

Every year the EEOC receives thousands of charges of discrimination, which it must prioritize and enforce. The EEOC’s recent priorities have relied on progressive legal arguments to produce some excellent case law for employees.

This article by TELG principal Tom Harrington and TELG managing principal R. Scott Oswald was published by Plaintiff on June 11, 2014. The full article is .

Excerpted from:

Plaintiff

Current trends in EEOC enforcement: Trends that suggest creative and progressive legal arguments

The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The EEOC receives thousands of charges of discrimination a year. This article examines the EEOC’s priorities in enforcing the nation’s anti-discrimination laws and examines some recent decisions and victories in cases brought by the EEOC.

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