"Pride Month is a time to celebrate the progress that the LGBTQI community and its allies have achieved through decades of advocacy, courage, and determination. It is also an occasion to recognize the many contributions that LGBTQI individuals make in our communities and workplaces every day, reflect on present challenges, and reaffirm our commitment to promoting inclusion and equal opportunity for everyone." -EEOC Chair Charlotte A. Burrows Read Chair Burrows' full 2024 Pride Month message: https://lnkd.in/ev-S8Suv
EEOC’s Post
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We're hiring! The EEOC is hiring an Associate Director of Appellate Review Programs (ARP) to manage the agency's national federal sector appeals program. The associate director: - Manages short and long-range planning and policy development for the agency’s administrative appeals program; determines program priorities; and revises and ensures the legal correctness of federal sector decisions. - Directs the work of Appeals Divisions and Branches, and determines and implements policies regarding the effective, efficient, expeditious and consistent processing of cases. - Recommends statutory changes or other changes that may be needed concerning administrative appeals. - Represents the Program at Agency and external meetings and speaks for the Director and the Commission on federal administrative appeals matters. - Reviews appeals from final agency decisions of complaints of employment discrimination of federal employees and applicants for federal employment and handles petitions for review of decisions by the MSPB on employment discrimination issues. For additional information about this position and to apply (by July 22, 2024), see the linked job listing. https://lnkd.in/eDMTaJhh
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#JustAnnounced – EXCEL Training Conference keynote speakers include EEOC Vice Chair Jocelyn Samuels, activist Dr. Leona Tate, executive director of the Louisiana Commission on Human Rights, Dr. Leah Raby, and retired lieutenant colonel and professor, Dr. Christopher Shannon. The EXCEL Training Conference will be held in New Orleans, Aug. 20-22, 2024. In addition to informative sessions on emerging trends in EEO, attendees can satisfy certain continuing education requirements. Additional conference details including agenda, location, pricing and online registration are available at https://lnkd.in/eQR-FRSg. #EEOCEXCEL #Training #NewOrleans #EEO
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Legendary singer, songwriter, and producer, John Legend, reflects on the importance of the Civil Rights Act. #ICYMI, today is the 60th anniversary of the Civil Rights Act of 1964. The Act prohibits discrimination in a broad array of conduct including public accommodations, governmental services, and education. The EEOC enforces Title VII of the Act which prohibits employment discrimination based on race, sex, color, religion, and national origin. Now it’s your turn. Tag someone who you’d like to see make a video about the Civil Rights Act. #CRA60 https://lnkd.in/eBuVUzXa
John Legend PSA for the Civil Rights Act of 1964 and the EEOC
https://www.youtube.com/
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"Together, we can create an America where everyone can thrive at work without fear of discrimination based on who they are, what they believe, or who they love. On this 60th anniversary of the Civil Right Act of 1964 and every day, I am honored to lead an agency that seeks equality and justice for all." - EEOC Chair Charlotte A. Burrows Use the link to read Chair Burrows' full Civil Rights Act anniversary message: https://lnkd.in/eSggpjHX #CRA60
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“60 Years of the Civil Rights Act: Pursuing Justice / Celebrating Progress” is the 2024 #EEOCEXCEL Training Conference theme. Register today to join EEO, ADR, HR, and other professionals in New Orleans August 20–22. https://lnkd.in/eQR-FRSg
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It’s the 60th anniversary of the Civil Rights Act of 1964. The landmark civil rights law outlawed discrimination in employment, education, public places, and federally funded programs. Join us today, June 25, at 10:30 a.m. ET as civil rights leaders of the past and present discuss the importance of the law and its goals of full inclusion and equal opportunity. Watch live on YouTube: https://lnkd.in/gHXv6dXB
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Join the EEOC, the U.S. Department of Education, and the U.S. National Archives and Records Administration for a Free Civil Rights Act 60th Anniversary Event June 25, 2024 10:30 a.m. – noon EDT A year after the March on Washington, Congress passed the landmark Civil Rights Act, which President Lyndon B. Johnson signed into law on July 2, 1964. This historic legislation outlawed discrimination in employment, education, public places, and federally funded programs. Co-hosted by the U.S. Equal Employment Opportunity Commission, the U.S. Department of Education’s Office for Civil Rights, and the U.S. National Archives and Records Administration, speakers will address the conditions that gave rise to the Civil Rights Act of 1964. They will also discuss the importance of the law and its goals of full inclusion and equal opportunity. Join us for insightful discussions reflecting on how far we have come and how far we still must go. Speakers include: • Catherine E. Lhamon, Assistant Secretary for Civil Rights, U.S. Department of Education • Kristen Clarke, Assistant Attorney General for Civil Rights, U.S. Department of Justice • Charlotte A. Burrows, Chair, U.S. Equal Employment Opportunity Commission • Dion Diamond, Freedom Rider • Damon Hewitt, President and Executive Director, Lawyers’ Committee for Civil Rights Under Law • Janai S. Nelson, President and Director-Counsel, NAACP Legal Defense Fund • Mónica Ramírez, Founder/President, Justice for Migrant Women • John Yang, President and Executive Director, Asian Americans Advancing Justice | AAJC • Michel Martin, Host of Morning Edition, National Public Radio This is a free, livestreamed event. To join the event, please visit this link (https://lnkd.in/gF-_iCHf) on June 25, at 10:30 a.m. EDT. You’ll also find the event on the EEOC’s YouTube Channel: https://lnkd.in/g7x6E35m. #CivilRightsAct60 #EEO #CivilRights
The Civil Rights Act at 60: From Segregation Toward Inclusion at School and Work
https://www.youtube.com/
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Today, the EEOC released a new resource, Promising Practices for Preventing Harassment in the Construction Industry. This document details concrete actions that construction industry leaders can undertake to prevent and remedy harassment on construction worksites. The recommendations take into account the unique context of construction, including the presence of multiple employers on a single worksite, and the cyclical nature of the work. The document follows the EEOC’s 2023 Chair’s Report, Building For the Future: Advancing Equal Employment in the Construction Industry, and the updated Enforcement Guidance on Harassment in the Workplace, and is part of the agency’s ongoing engagement and dialogue with industry stakeholders. Check out our new resource here: https://lnkd.in/ebFnRzN9
PROMISING PRACTICES FOR PREVENTING HARASSMENT IN THE CONSTRUCTION INDUSTRY
eeoc.gov
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The EEOC Atlanta District Office will be closed to the public today, June 13, due to building maintenance. Please use the link below to see additional options for contacting the EEOC. https://lnkd.in/gvv4sTsX. #Atlanta
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You miss 100% of the swings you never take
2wChair Charlotte Burrows, Commissioner Keith Sonderling what does the eeoc do if charging party waits on EEOC to respond to the position statement and tried to set up calls and even drive hours to the location fall on deaf ears…and each time it’s back to charging party’s “turn” some time limit has expired or the rest of the story vs. responding party feeds total misperceptions telling 70% bo truthful statements that clearly violate how if: material misrepresentation during the course of an EEOC investigation could be considered a punishable crime under 18 U.S.C. Section 1001. The requirement that the misrepresentation be "material" is met if the statement has the "natural tendency to influence or [is] capable of influencing, the decision of the decisionmaking body to which it is addressed." U. S. v. Gaudin, 515 U.S. 506, 510 (1995). (A lie can still be "material" even if it fails to persuade the decisionmaker to reach a different conclusion in the case.) Just the position statement in and of itself and the reviews and accusing tendencies go directly against its own self should be enough to justify no credibility. EEOC OFFICE OF INSPECTOR GENERAL