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2013-2016 Strategic Enforcement Plan

2013-2016 Strategic Enforcement Plan. L. Jack Vasquez, Jr. Deputy District Director U.S. EEOC, St. Louis District Office. ISSUE PRIORITIES. The Strategic Enforcement Plan (SEP) identifies six issue priorities: Eliminating Barriers in Recruitment & Hiring

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2013-2016 Strategic Enforcement Plan

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  1. 2013-2016 Strategic Enforcement Plan L. Jack Vasquez, Jr. Deputy District Director U.S. EEOC, St. Louis District Office

  2. ISSUE PRIORITIES • The Strategic Enforcement Plan (SEP) identifies six issue priorities: • Eliminating Barriers in Recruitment & Hiring • Protecting Immigrant, Migrant & Other Vulnerable Workers • Addressing Emerging & Developing Issues • Enforcing Equal Pay Laws • Preserving Access to the Legal System • Preventing Harassment via Systemic Enforcement & Targeted Outreach

  3. 1. ELIMINATING BARRIERS IN RECRUITMENT & HIRING • The EEOC will target (A) class-based intentional recruitment & hiring discrimination and (B) facially neutral recruitment & hiring practices that adversely impact particular groups. • Racial, ethnic, and religious groups, older workers, women and people with disabilities continue to confront discriminatory policies and practices at the recruitment & hiring stages.

  4. 2. PROTECTING IMMIGRANT, MIGRANT & OTHER VULNERABLE WORKERS • The EEOC will target disparate pay, job segregation, harassment, trafficking and other discriminatory practices and policies affecting immigrant, migrant and other vulnerable workers. • The identified individuals are often unaware of their rights under equal employment laws, or reluctant or unable to exercise them.

  5. 3. ADDRESSING EMERGING & DEVELOPING ISSUES • The EEOC will continue to prioritize issues that may be emerging or developing resultant from demographic changes, recent legislation, developing judicial and administrative interpretations and theories and significant events that may impact employment practices.

  6. 3. ADDRESSING EMERGING & DEVELOPING ISSUES • Examples • ADAAA Issues: Coverage, reasonable accommodation, qualification standards, undue hardship and direct threat • ADAAA & PDA: Pregnancy-related limitations • Title VII (Sex): Coverage of LBGT Examples are Illustrative NOT Exhaustive

  7. 4. ENFORCING EQUAL PAY LAWS • The EEOC will target compensation systems & practices that discriminate based on gender. • Strategies encouraged include Directed Investigations & Commissioner Charges

  8. 5. PRESERVING ACCESS TO THE LEGAL SYSTEM • The EEOC will target policies & practices that discourage or prohibit individuals from exercising their rights under employment discrimination statutes, or which impede the EEOC’s investigative or enforcement efforts. • Examples include retaliatory actions, overly broad waivers, settlement provisions which prohibit charge filing or provision of infpormation & failure to retain records.

  9. 6. PREVENTING HARASSMENT VIA SYSTEMIC ENFORCEMENT & TARGETED OUTREACH • Although investigation & litigation of harassment claims has been successful, the EEOC believes a more targeted approach that focuses on systemic enforcement and an outreach campaign at educating employers & employees will greatly deter future violations.

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