EEOC's Strategic Enforcement Plan

     On February 22, 2012, the EEOC approved a Strategic Enforcement Plan for 2013-2016.  The plan sets forth a framework for achieving the EEOC's mission to end discrimination in the workplace.  The Strategic Plan identifies six national enforcement priorities.  Those include:

1. Eliminating Barriers in Recruitment and Hiring. 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.
   
2. 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.
   
3. 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 decisions and administrative interpretations.
   
4. Enforcing Equal Pay Laws. The EEOC will target compensation systems and practices that discriminate based on gender.
   
5. 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 statutes, or that impede the EEOC's investigative or enforcement efforts.
   
6. 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.
   
    Based on this, employers should expect to see a very active EEOC over the next few years.
   
   If you are the victim of discrimination in the workplace, please contact Ambuter Law for your free case evaluation.