Recently, the U.S. Equal Employment Opportunity Commission (EEOC) issued updated guidance on national origin discrimination.
Articles About National Origin Discrimination Under Title VII Of The Civil Rights Act Of 1964.
EEOC Issues Enforcement Guidance on National Origin Discrimination
On November 21, 2016, the U.S. Equal Employment Opportunity Commission (“EEOC”) issued enforcement guidance addressing national origin discrimination under Title VII of the Civil Rights Act of 1964 (“Title VII”). The EEOC last comprehensively addressed national origin discrimination in 2002, and the revised guidance addresses important issues and significant legal developments that have occurred since that time.
Proposed EEOC Guidance on National Origin Discrimination Provides Clues to Agency’s Focus
The Equal Employment Opportunity Commission has issued a Proposed Enforcement Guidance on National Origin Discrimination (“PEG”) and is allowing the public to comment through July 1, 2016. The last time the EEOC issued specific guidelines on National Origin Discrimination was in 2002.
EEOC Releases Proposed Enforcement Guidance On National Origin Discrimination For Public Comments
On June 2, 2016, the U.S. Equal Employment Opportunity Commission (“EEOC”) released, for a 30-day public input period, proposed enforcement guidance addressing national origin discrimination under Title VII of the Civil Rights Act of 1964 (“Title VII”). The EEOC last comprehensively addressed national origin discrimination in 2002, and the revised guidance addresses important issues and significant legal developments that have occurred since that time.
Ninth Circuit Rejects EEOC’s Challenge of Tribal Hiring Preferences
Tribal hiring preferences based on political classifications are permissible under Title VII of the 1964 Civil Rights Act, the U.S. Court of Appeals for the Ninth Circuit recently held in EEOC v. Peabody W. Coal Co.1 The first federal circuit court of appeals to address the question in such detail, the Ninth Circuit rejected the Equal Employment Opportunity Commission’s claim that a mining company’s implementation of a tribal hiring preference — based on leases drafted by the U.S. Department of the Interior — violated Title VII’s prohibition of national origin discrimination. The case presented an unusual posture, with the EEOC being adverse to the Department of Interior, which itself was represented by the Department of Justice.
EEOC to Hold Public Meeting on National Origin Discrimination
On Wednesday, November 13 at 9:30 a.m. ET, the Equal Employment Opportunity Commission (EEOC) will hold a public meeting on national origin discrimination in today’s workplace. Topics of discussion include various recruitment and hiring issues; discriminatory treatment in assignments; pay discrimination; language and accent issues; effective communication and access issues; harassment; and retaliation.
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