EEOC

Recently, Chair Andrea Lucas announced two new appointments to the agency’s senior leadership team. • Heather Olowski, EEOC Legal Counsel • Kelley McLean, Principal Legislative Affairs Director “The EEOC has a critical mission to fulfill, and these senior leaders will further strengthen the agency’s ability to restore evenhanded enforcement of the civil rights laws on behalf of all Americans.” — EEOC Chair Andrea Lucas Read more about the EEOC’s two new senior leaders: https://lnkd.in/dkn6HtsT

Employers should take heed: there is no tolerance for anti-Christian Bias or ANY form of religious discrimination in this Administration. Since January 2025, the EEOC has been unyielding in the fight to enforce the Title VII right of American workers of faith to be free from religious discrimination in the workplace. And the results are undeniable: over $63 million has been recovered on behalf of religious workers under Chair Andrea Lucas by the EEOC. “Under my leadership, the EEOC is restoring evenhanded enforcement of Title VII—ensuring that workers are not forced to choose between their paycheck and their faith.” – Chair Andrea Lucas Religious freedom doesn’t stop at the workplace and the EEOC is working to make sure it never has to. Our recent enforcement actions demonstrate a renewed commitment to ensuring equal opportunity for all. Read more about the work the EEOC is doing on behalf of religious workers as the primary enforcer of President Trump’s bold civil rights agenda: https://lnkd.in/eRHkCC_5

Starting your first job can be an exciting opportunity to learn, grow, and build confidence. It should not be an experience marked by harassment, discrimination, or retaliation. A recent EEOC settlement involving an Applebee’s operator highlights why workplace protections matter, especially for young and new workers. Young female employees, including minors, were subjected to a sexually hostile work environment, and multiple workers ultimately felt they had no choice but to leave their jobs, the suit charged. Read about the case: https://lnkd.in/dA4yjeau Too often, young employees assume inappropriate behavior is "just part of the job," especially in industries, such as hospitality, where workers may be interacting with customers, coworkers, and managers who are much older than they are. Federal law says it isn't. “Employers have a duty to protect young workers, who are among the most vulnerable employees in the workplace, especially in the restaurant industry,” said Marsha Rucker, regional attorney for the EEOC’s Birmingham District Office. “By enacting strong policies and procedures to ensure that all complaints of sexual harassment are taken seriously and adequately investigated, employers can better fulfill their obligations under federal law to create a safe work environment free from harassment.” Every worker has the right to: ✅ Work free from discrimination ✅ Work free from harassment ✅ Report concerns without retaliation ✅ Request certain workplace accommodations when needed ✅ Keep their medical information private These protections apply whether you're working your first summer job, a part-time shift after school, starting your career after graduation, or are a long-time employee. Report unlawful workplace harassment to the EEOC: https://lnkd.in/dc-FpJhf

This Memorial Day, we remember and honor the courageous servicemembers who made the ultimate sacrifice in defense of the United States of America and all that it stands for. Their legacy reminds us that freedom carries both privilege and responsibility — including the responsibility to uphold equality of opportunity, and respect for the rights and dignity of every American. As we celebrate #America250, the EEOC remains committed to advancing its mission of protecting workers from unlawful discrimination and ensuring equal opportunity under the law.

The U.S. Equal Employment Opportunity Commission—the federal agency born from the Civil Rights Act of 1964 to shield the nation’s most historically marginalized workers—filed suit earlier this month against The New York Times, alleging the paper illegally discriminated against a white male editor who was passed over for a promotion in favor of a less-qualified candidate. ' EEOC Chair Andrea Lucas thinks it’s the first race and sex discrimination case the agency has brought on behalf of a white man in at least a decade. “We should bring it on behalf of black workers, but we should bring it on behalf of white workers too,” Lucas said Wednesday at the #FortuneWorkplaceSummit in Atlanta. “That’s mixed messaging that says to white men you don’t need to apply — and that is not fair.” Read more: https://lnkd.in/eD3uVGZe

#NEWSFLASH: American civil rights laws are designed to protect Americans. That includes Title VII’s protections for the American worker to be free from national origin discrimination. National origin discrimination doesn’t just mean discrimination against foreign-born workers. Under Title VII, American workers are also protected from national origin discrimination. No national origin discrimination is acceptable. And discriminating against Americans in American workplaces is a clear violation of equal opportunity principles. #ICYMI: Last week, the agency took decisive action, filing suit against a New Mexico construction company after at least two employees were subjected to anti-American slurs by their Mexican coworkers and mocked over their lack of Spanish fluency, according to the charge. The EEOC will not stand by and allow anti-American bias to infect this nation’s workplaces. READ MORE: https://lnkd.in/dgejpjWm

ICYMI, earlier this month EEOC published a press release rounding up the public actions the agency has taken in the last 15 months to restore evenhanded enforcement of employment civil rights laws on behalf of all Americans, including by delivering on Administration civil rights enforcement priorities and implementing key deliverables entrusted to the EEOC in 11 different Executive Orders. You can read the press release here: https://lnkd.in/eFJtiJv4 Since then, EEOC has continued to deliver wins for the American public, including: ✅Co-authored amicus brief with the U.S. Department of Justice's Civil Rights Division re DEI-related race, sex, & national origin discrimination in Han v. Temple University (3rd Cir), https://lnkd.in/eiDdggbz; ✅Sued Advanced Technology Group (ATG) on behalf of a multi-racial class of American workers who were harassed based on their national origin (American), including for speaking English, not Spanish, https://lnkd.in/ekRankm8; ✅Obtained $4.25M for dozens of religious workers denied COVID vax religious accommodations by A G Equipment, https://lnkd.in/ehZj-k_U; ✅Secured justice for federal employees who suffered under the pandemic-era policies of the Biden Admin in new federal sector appellate decision, https://lnkd.in/eMntKgac; and ✅Sued Hatch Trick for religious discrimination, https://lnkd.in/emGWQk2W. #EEO #EEOC #HR #LegalUpdate #Law #TitleVII #DEI #NationalOrigin #American #America250 #COVID #VaccineMandate #ReligiousLiberty

The EEOC’s partnership with the U.S. Department of Labor through Project Firewall strengthens the federal government’s efforts in addressing unlawful national origin discrimination and protecting fair access to jobs. Through this collaboration, federal agencies are aligning enforcement efforts, sharing data, and reinforcing employer accountability—particularly where hiring practices may improperly favor certain visa holders or foreign workers over qualified American workers. In addition to the federal partnership, the EEOC has educational resources, including a national origin discrimination fact sheet, to help both employers and employees better understand their rights and responsibilities under Title VII of the Civil Rights Act. Get it here: https://lnkd.in/eCPsW5ck As EEOC Chair Andrea Lucas emphasized, unlawful national origin discrimination—regardless of its motivation—has no place in the workplace. Whether driven by cost considerations, customer preferences, or stereotypes, such practices violate federal law. This initiative underscores a broader commitment: ensuring that all workers are treated fairly and that employment decisions are based on qualifications—not bias. Learn more: https://lnkd.in/eUr5TAf7

On this National Day of Prayer, we highlight the EEOC’s ongoing work to protect religious liberty in America’s workplaces. Since January 2025, the EEOC has vigorously enforced Title VII’s right for workers of all faiths to be free from religious discrimination in the workplace. “Under my leadership, the EEOC is restoring evenhanded enforcement of Title VII—ensuring that workers are not forced to choose between their paycheck and their faith.” – Chair Andrea Lucas Religious freedom doesn’t stop at the workplace and the EEOC is working to make sure it never has to. Our recent enforcement actions demonstrate a renewed commitment to ensuring equal opportunity for all. Read more about the work the EEOC is doing on behalf of religious workers as the primary enforcer of President Trump’s bold civil rights agenda: https://lnkd.in/eRHkCC_5