• EEOC Still Seeking Input on FY 2018-2022 Strategic Plan

    EEOC Strategic Plan  eeoc strategic plan

    The U.S. Equal Employment Opportunity Commission (EEOC) is still seeking public comment on its draft Strategic Plan that covers Fiscal Years 2018 to 2022. The draft plan has not been approved by the Commission as comments are due by 11:59 pm ET on January 8, 2018.  The draft plan can be found at Regulations.gov. According to the EEOC, the Strategic Plan serves as a framework for the Commission in achieving its mission through the strategic application of the EEOC’s law enforcement authorities, preventing employment discrim­ination and promoting inclusive workplaces through education and outreach, and organizational excel­lence. 

    Every four years, Congress requires executive departments and agencies to develop and post a strategic plan on their public website. These plans direct the agency’s work and lay the foundation for the development of more detailed annual plans, budgets, and related program performance information in the future. The Strategic Plan for Fiscal Years 2018-2022 establishes a framework for achieving the EEOC’s mission to “Prevent and remedy unlawful employment discrimination and advance equal opportunity for all in the workplace,” so that the nation might soon realize the Commission’s vision of “Respectful and inclusive workplaces, with equal employment opportunity for all.”

    EEOC Strategic Objectives

    To accomplish its mission, the EEOC is committed to pursuing the following strategic objectives and outcome goals:

    1. Combat and prevent employment discrimination through the strategic application of EEOC’s law enforcement authorities. The corresponding outcome goals are: 1) Discriminatory employment practices are stopped and remedied, and victims of discrimination receive meaningful relief; and 2) Enforcement authorities are exercised fairly, efficiently, and based on the circumstances of each charge or complaint. 
    2. Prevent employment discrimination and promote inclusive workplaces through education and outreach. The corresponding outcome goals are: 1) Members of the public understand the employment discrimination laws and know their rights and responsibilities under these laws; and 2) Employers, unions, and employment agencies (covered entities) prevent discrimination, effectively address EEO issues, and support more inclusive workplaces.
    3. Organizational Excellence. The corresponding outcome goals are: 1) A culture of excellence, respect and accountability; and 2) Resources align with priorities to strengthen outreach, education, enforcement and service to the public. The plan also identifies strategies for achieving each outcome goal and identifies 12 performance measures (with yearly targets) to track the EEOC’s progress as it approaches FY 2022.

    About the EEOC

    The United States Equal Employment Opportunity Commission was established by Title VII of the Civil Rights Act of 1964 (“Title VII”) and began operating on July 2, 1965. The mandate and authority of the EEOC was set forth in Title VII and expanded in later laws enacted by Congress. The EEOC’s jurisdiction has grown over the past 52 years, and now includes the following areas:

    Title VII of the Civil Rights Act of 1964 (Title VII), as amended, prohibits employment discrimination based on race, color, religion, sex, and national origin.
    The Age Discrimination in Employment Act of 1967 (ADEA), as amended, prohibits discrimination against workers age 40 and older in employment.
    The Pregnancy Discrimination Act of 1978 (PDA), which amended Title VII to clarify that discrimination based on pregnancy, childbirth, or related medical conditions constitutes sex discrimination and requires employers to treat pregnancy and pregnancy related medical conditions as any other medical disability with respect to terms and conditions of employment, including health benefits.
    The Equal Pay Act of 1963 (included in the Fair Labor Standards Act) (EPA), as amended, prohibits sex discrimination in the payment of wages to men and women performing substantially equal work in the same establishment.
    Titles I and V of the Americans with Disabilities Act of 1990 (ADA), as amended, prohibit employment discrimination based on disability by private and state and local government employers. Section 501 and 505 of the Rehabilitation Act of 1973 provide the same protections for federal employees and applicants for federal employment.
    Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), prohibits employment discrimination based on an applicant’s or employee’s genetic information (including family medical history).

    Together, these laws protect individuals from employment discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information. They also make it illegal to retaliate against a person for opposing employment discrimination, filing a charge of discrimination, or participating in an investigation or lawsuit regarding employment discrimination. Most of these laws apply to private and state and local government employers with 15 or more employees, labor organizations, employment agencies, and the federal government (covered entities). Title VII and Executive Order 12067 also authorize the EEOC to coordinate and lead the federal government’s efforts to combat workplace discrimination.

    Equal Employment Opportunity in California

    The experienced California employment lawyers at Kingsley & Kingsley can quickly answer your questions about Title VII, discrimination, or any of California’s employment laws. To discuss these laws, or a potential claim on your behalf, feel free to call us toll-free at (888) 500-8469 or contact Kingsley & Kingsley via email.

    Kingsley & Kingsley

    16133 Ventura Boulevard, Suite 1200
    Encino, California 91436
    Phone: 888-500-8469
    Local: 818-990-8300 (Los Angeles Co.)

     

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