systemic discrimination

As we reported last Friday, OFCCP has kicked-off 2019 with a bang – issuing three directives in a single day.

Yesterday we reported on the first of three new Directives OFCCP issued to kick off fiscal year 2019. Today we cover the second Directive – Directive 2019-02: Early Resolution Procedures.

Under Directive 2019-02

We’ve previously written that the EEOC appears to be converting allegations of individual claims into nationwide, systemic discrimination investigations and we have yet another example to share with you.

According to a recently filed complaint, EEOC is alleged to have engaged in “fishing expeditions” searching for potential class members and complaints of discrimination by

As we recently shared, OFCCP has issued its budget justification for fiscal year 2014.  As part of this document, OFCCP shared the details of how it will define a “systemic discrimination” case.

OFCCP defines systemic discrimination as a case meeting one of two criteria:

(a) the case addresses a measurable pattern of discrimination (either

As EEOC and OFCCP continue to focus on investigating andaddresing systemic discrimination in employer’s hiring practices, it is critical for employers to take a closer look at their employment tests.

Matthew Camardella along with Anthea Dexter-Cooper of Jackson Lewis’ Long Island office recently provided some expert guidance and practical advice for employer who use

On September 4, 2012, EEOC released its draft four-year Strategic Enforcement Plan.

 EEOC’s four-year strategic enforcement plan provides a window into the emerging priorities for the Commission.  The Agency’s announced its number one enforcement priority is identifying and remedying systemic hiring discrimination.  This is a game changer.  Instead of limiting investigations of single-charging party