Watch our most recent webinar: Webinar: #MeToo in Healthcare: A Brief Look into the Movement and its Impact in the Healthcare Industry

Loss scenarios

EPL Loss Scenarios

How are disputes handled?

1.   Employers internal process
2.   U.S. Equal Employment Opportunity Commission, or its state or local equivalent
3.   Judicially
4.   Alternative Dispute Resolution

In most states an employee must first exhaust administrative remedies prior to filing a civil action under Title VII of the Civil Rights Act. This means the employee must file an EEOC Charge or similar state agency charge.

EEOC Statistics page https://www.eeoc.gov/eeoc/statistics/

In 2016, the EEOC saw over of 91,500 charges filed.

The EEOC was formed in 1965 and today operates on a budget of $364,500 and employees 2,347 staff members.

EEOC Strategic Enforcement Plan FY 2013-2016

Integrated enforcement uses a range of strategies from among the EEOC's tools, including investigations, litigation, federal sector oversight and adjudication, policy development, research, and outreach and education. Based on intensive efforts by a staff work group and Commissioners, and extensive public input, the Commission adopts the following national priorities:

1. Eliminating Barriers in Recruitment and Hiring. The EEOC will target class-based recruitment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities.
2. Protecting Immigrant, Migrant and Other Vulnerable Workers. The EEOC will target disparate pay, job segregation, harassment, trafficking and discriminatory policies affecting vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them.
3. Addressing Emerging and Developing Issues. The EEOC will target emerging issues in equal employment law, including issues associated with significant events, demographic changes, developing theories, new legislation, judicial decisions and administrative interpretations.
4. Enforcing Equal Pay Laws. The EEOC will target compensation systems and practices that discriminate based on gender.
5. Preserving Access to the Legal System. The EEOC will target policies and practices that discourage or prohibit individuals from exercising their rights under employment discrimination statutes, or that impede the EEOC's investigative or enforcement efforts.
6. Preventing Harassment Through Systemic Enforcement and Targeted Outreach. The EEOC will pursue systemic investigations and litigation and conduct a targeted outreach campaign to deter harassment in the workplace.