Dan Brecher
Counsel
212-286-0747 dbrecher@sh-law.comFirm Insights
EEOC Enforcement Report Reveals Significant Drop in Charges
Author: Dan Brecher
Date: February 13, 2015
Key Contacts
Back
While New Jersey employers should probably keep the champagne on ice, the Equal Employment Opportunity Commission’s (EEOC) latest enforcement report is good news. The agency reports that both employment claims and penalties dropped significantly in fiscal year 2014, which ran from Oct. 1, 2013, to Sept. 30, 2014.
In total, the EEOC filed 133 lawsuits on the merits, which represent a slight uptick over last year. However, the agency’s litigation docket remains low. By comparison, the EEOC filed an average of 370 lawsuits a year from 1997 to 2011. Monetary relief from litigation, including settlements, also decreased. Overall, the agency obtained $22.5 million, which represents the lowest payout in more than 15 years.
In recent years, the EEOC has placed greater emphasis on administrative proceedings. However, these recoveries also dropped. The EEOC obtained $296.1 million in total monetary relief through its enforcement program prior to the filing of litigation. In 2013, administrative settlements totaled $372.1 million, while it was $365.4 million in 2012.
In New Jersey, 1,613 charges were filed, which also represents a slight decrease from FY 2013. With regard to the types of charges filed, race, sex, and disability discrimination charges all declined, while retaliation claims continued to increase. Below is a breakdown of the EEOC charges filed in the state, which largely track national data in terms of rankings:
- Retaliation under all statutes: 609 (23.7 percent of all charges filed)
- Race (including racial harassment): 544 (21.2 percent)
- Disability: 416 (16.2 percent)
- Age: 385 (15.0 percent)
- Sex (including pregnancy and sexual harassment): 378 (14.7 percent)
- National origin: 237 (9.2 percent)
According to the EEOC, the government shutdown partially contributed to the dip in charges and penalties, but does not fully explain the downward trend. Of course, the agency reaffirmed its commitment to “strategic enforcement to eliminate barriers to equal employment opportunity.” Accordingly, New Jersey employers should continue to make compliance a top priority, particularly with respect to anti-retaliation policies and procedures.
- Business attorney New Jersey
- Business attorney NYC
- New Jersey Business Litigation Attorney
- New Jersey Employment Attorney
- New Jersey Employment Lawyer
- Locations: Red Bank, NJ, Little Falls, NJ, New York City
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Related Posts
See all
Does Your Homeowners Insurance Provide Adequate Coverage?
Your home is likely your greatest asset, which is why it is so important to adequately protect it. Homeowners insurance protects you from the financial costs of unforeseen losses, such as theft, fire, and natural disasters, by helping you rebuild and replace possessions that were lost While the definition of “adequate” coverage depends upon a […]
Author: Jesse M. Dimitro
Understanding the Importance of a Non-Contingent Offer
Making a non-contingent offer can dramatically increase your chances of securing a real estate transaction, particularly in competitive markets like New York City. However, buyers should understand that waiving contingencies, including those related to financing, or appraisals, also comes with significant risks. Determining your best strategy requires careful analysis of the property, the market, and […]
Author: Jesse M. Dimitro
Fred D. Zemel Appointed Chair of Strategic Planning at Scarinci & Hollenbeck, LLC
Business Transactional Attorney Zemel to Spearhead Strategic Initiatives for Continued Growth and Innovation Little Falls, NJ – February 21, 2025 – Scarinci & Hollenbeck, LLC is pleased to announce that Partner Fred D. Zemel has been named Chair of the firm’s Strategic Planning Committee. In this role, Mr. Zemel will lead the committee in identifying, […]
Author: Scarinci Hollenbeck, LLC
Novation Agreement Process: Step-by-Step Guide for Businesses
Big changes sometimes occur during the life cycle of a contract. Cancelling a contract outright can be bad for your reputation and your bottom line. Businesses need to know how to best address a change in circumstances, while also protecting their legal rights. One option is to transfer the “benefits and the burdens” of a […]
Author: Dan Brecher
What Is a Trade Secret? Key Elements and Legal Protections Explained
What is a trade secret and why you you protect them? Technology has made trade secret theft even easier and more prevalent. In fact, businesses lose billions of dollars every year due to trade secret theft committed by employees, competitors, and even foreign governments. But what is a trade secret? And how do you protect […]
Author: Ronald S. Bienstock
What Is Title Insurance? Safeguarding Against Title Defects
If you are considering the purchase of a property, you may wonder — what is title insurance, do I need it, and why do I need it? Even seasoned property owners may question if the added expense and extra paperwork is really necessary, especially considering that people and entities insured by title insurance make fewer […]
Author: Patrick T. Conlon
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Sign up to get the latest from our attorneys!
Explore What Matters Most to You.
Consider subscribing to our Firm Insights mailing list by clicking the button below so you can keep up to date with the firm`s latest articles covering various legal topics.
Stay informed and inspired with the latest updates, insights, and events from Scarinci Hollenbeck. Our resource library provides valuable content across a range of categories to keep you connected and ahead of the curve.
EEOC Enforcement Report Reveals Significant Drop in Charges
Author: Dan Brecher
While New Jersey employers should probably keep the champagne on ice, the Equal Employment Opportunity Commission’s (EEOC) latest enforcement report is good news. The agency reports that both employment claims and penalties dropped significantly in fiscal year 2014, which ran from Oct. 1, 2013, to Sept. 30, 2014.
In total, the EEOC filed 133 lawsuits on the merits, which represent a slight uptick over last year. However, the agency’s litigation docket remains low. By comparison, the EEOC filed an average of 370 lawsuits a year from 1997 to 2011. Monetary relief from litigation, including settlements, also decreased. Overall, the agency obtained $22.5 million, which represents the lowest payout in more than 15 years.
In recent years, the EEOC has placed greater emphasis on administrative proceedings. However, these recoveries also dropped. The EEOC obtained $296.1 million in total monetary relief through its enforcement program prior to the filing of litigation. In 2013, administrative settlements totaled $372.1 million, while it was $365.4 million in 2012.
In New Jersey, 1,613 charges were filed, which also represents a slight decrease from FY 2013. With regard to the types of charges filed, race, sex, and disability discrimination charges all declined, while retaliation claims continued to increase. Below is a breakdown of the EEOC charges filed in the state, which largely track national data in terms of rankings:
- Retaliation under all statutes: 609 (23.7 percent of all charges filed)
- Race (including racial harassment): 544 (21.2 percent)
- Disability: 416 (16.2 percent)
- Age: 385 (15.0 percent)
- Sex (including pregnancy and sexual harassment): 378 (14.7 percent)
- National origin: 237 (9.2 percent)
According to the EEOC, the government shutdown partially contributed to the dip in charges and penalties, but does not fully explain the downward trend. Of course, the agency reaffirmed its commitment to “strategic enforcement to eliminate barriers to equal employment opportunity.” Accordingly, New Jersey employers should continue to make compliance a top priority, particularly with respect to anti-retaliation policies and procedures.