The U.S. Equal Employment Opportunity Commission (EEOC) has announced record high monetary recoveries for victims of discrimination for Fiscal Year (FY) 2012 – more than $365 million – in its first Performance and Accountability Report (PAR) compiled under the standards of the EEOC’s new Strategic Plan. The PAR for FY 2012 is available at http://www.eeoc.gov/eeoc/plan/upload/2012par.pdf. An EEOC press release detailing the PAR findings, which also include a significant decrease in the inventory of pending cases, is available at http://www.eeoc.gov/eeoc/newsroom/release/11-19-12.cfm.
The EEOC’s new Strategic Plan – which was adopted on February 22, 2012 and took effect in March 2012 – contains three objectives: strategic law enforcement, education and outreach, and efficiently serving the public. Under the first objective of strategic law enforcement, the EEOC secured $365.4 million in monetary recovery, the highest level of relief ever, through is private sector administrative enforcement that includes mediation, settlements, withdrawals with benefits, and conciliation. The PAR also revealed more than $36 million of the amount of relief secured was derived from investigations and conciliations of systemic charges of discrimination, four times the amount received in the previous fiscal year.
In addition, the EEOC – the agency enforcing federal laws prohibiting employment discrimination – recovered $44.2 million through its litigation program, as 20 percent of the cases on the agency’s litigation docket were systemic cases. Overall, there were a total of 122 lawsuits on the merits filed by EEOC offices nationwide. Pending inventory was also reduced significantly, as the Commission resolved a total of 111,139 charges during fiscal year 2012 and the total number of unresolved private sector charges totaled 70,312 by year end. The total number of unresolved charges has declined by nearly 20 percent from the beginning of fiscal year 2011 to the end of fiscal year 2012.
The EEOC also made strides in its federal sector programs that provide administrative judges to hear employee complaints of discrimination upon request. In fiscal year 2012, a total of 7,728 requests for hearings were received and the EEOC’s hearings program resolved a total of 7,538 complaints, securing more than $61.9 million in relief for parties who requested hearings in the federal sector. EEOC offices also participated in 3,992 no-cost educational, training, and outreach events, reaching 318,838 persons in the past fiscal year. For more information about the EEOC, visit http://www.eeoc.gov/. The EEOC Strategic Plan for Fiscal Years 2012 to 2016 is available at http://www.eeoc.gov/eeoc/plan/strategic_plan_12to16.cfm.
According to the PAR: “Created by the Civil Rights Act of 1964, the EEOC enforces federal laws that prohibit employment discrimination on the basis of race, color, national origin, sex, religion, age, disability, and family medical history or genetic information. The EEOC’s jurisdiction to enforce employment antidiscrimination laws and promote equal employment opportunity extends to private, state and local government, and federal sector employment.”
In April 2012, the EEOC voted to approve updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964 that is available at http://www.eeoc.gov/laws/guidance/arrest_conviction.cfm. To help employers comply with updated EEOC rules, Attorney Lester Rosen, Founder and CEO of background check firm Employment Screening Resources (ESR), has written a whitepaper titled ‘Practical Steps Employers Can Take to Comply with New EEOC Criminal Record Guidance.’ The complimentary whitepaper is undergoing a controlled release and is only available to employers by emailing EEOCwhitepaper@esrcheck.com.
For information about background checks, visit Employment Screening Resources (ESR) – ‘The Background Check Authority’ and nationwide background screening firm accredited by The National Association of Professional Background Screeners (NAPBS) – at http://www.esrcheck.com/, call Toll Free 888.999.4474, or email email@example.com. For information about the newly published second edition of ‘The Safe Hiring Manual’ by ESR Founder and CEO Lester Rosen, which contains an entire chapter devoted to the updated EEOC Guidance, visit: http://www.esrcheck.com/SafeHiringManual.php.
About Employment Screening Resources (ESR):
Founded by safe hiring expert Attorney Les Rosen in 1997, Employment Screening Resources (ESR) – ‘The Background Check AuthoritySM’– provides accurate and actionable information that empowers employers to make informed hiring decisions for the benefit of their organizations, employees, and the public. CEO Rosen literally wrote the book on background checks with “The Safe Hiring Manual” and ESR is accredited by The National Association of Professional Background Screeners (NAPBS), a distinction held by a small percent of screening firms. Employers choosing ESR know they have selected an agency meeting the highest industry standards. To learn more, visit http://www.esrcheck.com, call 888.999.4474, or email firstname.lastname@example.org.
About ESR News:
The Employment Screening Resources (ESR) News blog – ESR News – provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks. For more information about ESR News or to send comments or questions, please email ESR News Editor Thomas Ahearn at email@example.com. To subscribe to the complimentary ESRcheck Report monthly newsletter, please visit http://www.esrcheck.com/Newsletter/.