Discrimination, Harassment & Retaliation
Employees are becoming increasingly aware of and willing to assert their rights. A proactive strategy and approach to managing Equal Employment Opportunity (EEO) issues and minimizing your company’s exposure in discrimination, harassment, and retaliation claims is essential today.
We provide services that help you mitigate your risk, including training your managers and supervisors on EEOC requirements; conducting compliance audits to identify, assess, and, if necessary, correct non-compliant practices; and updating and revising your existing employment policies. If matters progress to litigation, our lawyers have successfully defended companies in across the United States.
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Recent Discrimination, Harassment & Retaliation Insights
November 9, 2026
Blogs
EEOC Rescinds Enforcement Guidance on Arrest and Conviction Records, But Employers Should Not Abandon Individualized Assessments of Applicants’ Criminal History
On October 29, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it voted the day prior to rescind, effective immediately, its “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act.” That guidance had dated to 2012.
April 20, 2026
Labor & Employment Law Perspectives
The EEOC’s Annual Reports Reflect Its Priorities and Set Future Expectations
On April 6, 2026, the Equal Employment Opportunity Commission issued its FY 2027 Agency Performance Plan and its FY 2025 Agency Performance Report. It also released the litigation report for FY 2025 from its Office of General Counsel.
February 2, 2026
Labor & Employment Law Perspectives
Some Useful Tips for Avoiding and Addressing Employment Retaliation Claims
Retaliation is one of the most commonly alleged employment-related claims, often asserted in conjunction with other discrimination claims, and can be more challenging to address and defend than the underlying discrimination claim. Generally, retaliation is when an employer takes an adverse employment action (e.g., a demotion, suspension, or termination) against an employee because the employee engaged in what is considered protected activity.