Identifying Key Issues in the EEOC’s Strategic Enforcement Plan

Last week I introduced the Equal Employment Opportunities Commission (EEOC) and their Strategic Enforcement Plan (SEP). You may recall that the Commission identified three objectives for their Strategic Plan:

  1. Combat employment discrimination through strategic law enforcement;
  2. Prevent employment discrimination through education and outreach;
  3. Deliver excellent and consistent service through a skilled and diverse workforce and effective systems.

The first objective led to the development of the Strategic Enforcement Plan. The two requirements for the plan were first, to establish EEOC priorities and second, to integrate the agency’s investigation, conciliation and litigation responsibilities in the private, state and local government sectors; adjudicatory and oversight responsibilities in the federal sector; and research policy development, and education and outreach activities. Continue reading

A Guide to the EEOC’s Strategic Enforcement Plan

As a human resources professional, you have undoubtedly heard of the Equal Employment Opportunity Commission, or EEOC. Hopefully, your relationship with them has been amicable to this point and you are primarily familiar with their efforts to educate us all regarding the laws related to equal employment opportunities and what constitutes violations of these laws in regard to discrimination.

If you are not aware of the EEOC’s Strategic Enforcement Plan (SEP), it is not surprising since a number of HR professional’s are not familiar with it. This plan was developed in response to the Commission’s Strategic Plan for Fiscal Years 2012-2016. Under the plan, Special Enforcement Teams (SET) will be developed and they will be responsible for establishing and implementing Priority Charge Handling Procedures, or PCHPs. Continue reading