In Muldrow v. City of St. Louis, the U.S. Supreme Court purports to clarify the standard of harm employees must show when alleging an involuntary transfer was discriminatory
Articles Discussing Title VII Of The Civil Rights Act Of 1964.
US Supreme Court Holds Lateral Job Transfers Can Be Discriminatory Under Title VII
By: US Supreme Court Holds Lateral Job Transfers Can Be Discriminatory Under Title VII
By: US Supreme Court Holds Lateral Job Transfers Can Be Discriminatory Under Title VII
On April 17, 2024, the United States Supreme Court delivered a win to employees holding that a lateral job transfer can be discriminatory under
High Court Lowers the Bar on Title VII Claims: “Significant” Harm No Longer Required
On April 17, 2024, the Supreme Court decided that employees do not need to suffer “significant” harm to state a claim of discrimination under Title VII. In so ruling, the Court rejected a level of proof as to harm that many lower courts had long required Title VII plaintiffs establish
Supreme Court Rules Employees Need Not Show Transfer Caused ‘Significant’ Harm For Title VII Claims
On April 17, 2024, the Supreme Court of the United States held that an employee challenging a job transfer in an unlawful employment discrimination claim under Title VII of the Civil Rights Act of 1964 must show that the transfer caused some identifiable harm, but the harm does not need
2023 EEO-1 Component 1 Data Collection Deadline Released
Executive Summary: On February 26, 2024, the Equal Employment Opportunity Commission (EEOC) announced that the 2023 EEO-1 filing process will begin on April 30, 2024. The deadline to file all 2023 EEO-1 reports is June 4, 2024. The EEOC expects to post updated materials for the 2023 filings by March 19, 2024, and will open the EEO-1 help desk on April 30, 2024.
DOL Appeals EEO-1 FOIA Ruling to Ninth Circuit Court of Appeals
On February 15, 2024, the U.S. Department of Labor (DOL) filed a notice of appeal to the Ninth Circuit Court of Appeals, seeking review of a district court ruling that ordered the DOL to release federal contractors’ 2016–2020 Type 2 Consolidated EEO-1 Reports to the Center for Investigative Reporting and
Breaking News: 2023 EEO-1 Data Collection to open April 30 with June 4 deadline
EEOC has updated its EEO-1 data collection website to announce the data collection for the 2023 EEO-1 Component 1 reports will open April 30, 2024. The Agency has set June 4, 2024 as the deadline for reporting.
The notice also indicates the “online Filer Support Message Center (i.e., filer help desk) will
EEO-1 Filing Platform Will Open on April 30, 2024
The 2023 EEO-1 filing platform will open on April 30, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) announced on February 26, 2024. The deadline for all filings will be June 4, 2024, the EEOC stated in its announcement.
Muldrow v. City of St. Louis: Will SCOTUS Lighten the Prima Facie Burden For Title VII Plaintiffs?
Court Orders OFCCP to Release EEO-1 Reports
The Center for Investigative Reporting’s (CIR) lawsuit against the U.S. Department of Labor, Office of Federal Contract Compliance Program (OFCCP) over EEO-1 report access has ended — at least for now — in the court ordering release of the reports. Center for Investigative Reporting v. U.S. Dep’t of Labor, No. 3:22-cv-07182-WHA (N.D. Cal. Dec. 22, 2023).
Eleventh Circuit: McDonnell Douglas Is Not Be-All and End-All for Title VII Discrimination Claims
The U.S. Court of Appeals for the Eleventh has spoken, and employers that once relied exclusively on McDonnell Douglas might need to rethink their litigation strategy in employment-discrimination cases.
2022 EEO-1 Updates—Errors in Historic Reports, Failure to File Period, and Late Notices for Zombie Entities
Beginning on December 15, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) began sending emails to EEO-1 filers informing them “of a technical display issue discovered in the EEO-1 Component 1 Online Filing System (OFS).” This issue affects the OFS downloaded versions of previously certified reports for the 2015 to
Supreme Court Appears Ready to Hold Title VII Does Not Require a Materially Adverse Employment Action – Significant Implications for Employers on the Horizon
On December 6, 2023, the Supreme Court of the United States (SCOTUS) heard arguments in Muldrow v. City of St. Louis, Missouri—a potentially pivotal case concerning whether Title VII requires plaintiffs to establish a “materially adverse” employment action, “objective tangible harm,” or an “ultimate employment decision” to state a
U.S. Supreme Court Appears to Side With Employee Alleging Discriminatory Transfer in Oral Argument
Even as the U.S. Supreme Court heard oral argument in Muldrow v. City of St. Louis, Mo., No. 22-193, on Dec. 6, 2023, on the narrow issue of whether Title VII of the Civil Rights Act of 1964 prohibits job transfers that do not cause a “significant disadvantage” to workers, it hinted at future battles over the scope of workplace discrimination. The justices appeared sympathetic to workers and expressed concerns about limiting the scope of Title VII.
2022 EEO-1 Data Collection is Officially Open
After significant delay, the day is finally here! The 2022 EEO-1 Component 1 data collection opened today, Tuesday, October 31, 2023.
The EEOC urges filing employers to begin the filing process as soon as possible to meet the Tuesday, December 5, 2023, deadline. The EEOC advises filers to consult the