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The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) protects employees in the workplace from discrimination with authority to investigate, make charges, conduct workplace audits, and levy penalties. The EEOC also provides guidance and tools to assist certain Employers in ensuring that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.
I learned recently from an Employment Law Symposium in Florida, that the EEOC provides this SEP along with another report called the EEO Digest Report, a quarterly publication prepared by the Office of Federal Operations (OFO), which features a wide variety of recent EEOC decisions and federal court cases of interest.
As a compliance officer, I realized that these resources allowed me to assist my clients in staying ahead of the EEOC by learning their focus and preparing for it. I also learned by using this resource, I can predict what the next enforcement trend is going to be and share it with my clients and colleagues.