THE EEOC REDUCED DISCRIMINATION IN THE WORKPLACE FOR 2012

The U.S. Equal Employment Opportunity Commission (EEOC) announced that it received 99,412 private sector workplace discrimination charges during fiscal year 2012, down slightly from the previous year.  The year-end data also show that retaliation (37,836), race (33,512) and sex discrimination (30,356), which includes allegations of sexual harassment and pregnancy were, respectively, the most frequently filed charges.  The fiscal year runs Oct. 1 to Sept. 30.  The fiscal year 2012 enforcement and litigation statistics, which include trend data, are available on the EEOC’s website.

Additionally, the EEOC achieved a second consecutive year of a significant reduction in the charge inventory, something not seen since fiscal year 2002.  Due to a concerted effort, the EEOC reduced the pending inventory of private sector charges by 10 percent from fiscal year 2011, bringing the inventory level to 70,312.  This inventory reduction is the second consecutive decrease of almost ten percent in charge inventory.  Also this fiscal year, the agency obtained the largest amount of monetary recovery from private sector and state and local government employers through its administrative process — $365.4 million.

In fiscal year 2012, the EEOC filed 122 lawsuits including 86 individual suits, 26 multiple-victim suits (with fewer than 20 victims) and 10 systemic suits.  The EEOC’s legal staff resolved 254 lawsuits for a total monetary recovery of $44.2 million.

EEOC also continued its emphasis on eliminating systemic patterns of discrimination in the workplace.  In fiscal year 2012, EEOC completed 240 systemic investigations which in part resulted in 46 settlements or conciliation agreements.  These settlements, achieved without litigation, secured 36.2 million dollars for the victims of unlawful discrimination.  In addition, the agency filed 12 systemic lawsuits in fiscal year 2012.

“These remarkable achievements are a credit to the commitment of the EEOC’s staff and the product of strategic and efficient investment of critical budget resources in recent years, said EEOC Chair Jacqueline A. Berrien. We look forward to building on these accomplishments and further advancing the agency’s mission as we implement our new Strategic Enforcement Plan in the coming year.”

If you have questions about discriminationretaliation or sexual harassment, please contact our Firm:Laborlaw@Lineschfirm.com

To read the full article posted by Stefanie Thomas, visit: The Observer 

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