- EEOC contracted with 93 state and local Fair Employment Practice Agencies (FEPAs) that resolved approximately 53,000 dual filed Title VII, Age Discrimination in Employment Act, and Americans with Disabilities Act charges. EEOC also contracted with 63 Tribal Employment Rights Offices (TEROs) to secure Indian preference agreements with employers operating on or near reservations and for the TEROs to process charges filed against employers operating on reservations.
President Clinton signed Executive Order 13145
- In the spring, EEOC conducted a series of town hall styled meetings in selected cities nationwide for federal sector employees as well as attorneys and advocacy groups who represent the interests of individual complainants. The town hall meetings provided information to the public about current and anticipated improvements to the federal sector EEO process and allowed participants the opportunity to share their comments and concerns about the federal sector EEO process with the Director of the Office of Federal Operations and members of the Vice President's National Performance Review Task Force for improving the federal sector EEO process.
- As a result of Priority Charge Processing Procedures, EEOC had slightly more than 40,000 charges in its backlog (or inventory), down from over 100,000 charges four years earlier.
- EEOC and the National Labor Relations Board announced a joint Honors Program for law graduates interested in employment and civil rights law. Under the program, attorneys were given the opportunity to work at both agencies and be exposed to the full range of EEO and labor law.
Notable Court Decisions
- The Supreme Court held in Kimel v. Florida Bd. of Regents, 528 U.S. 62 (2000), that older workers cannot sue state agencies for damages under the Age Discrimination
in Employment Act (ADEA).
- In Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000), the Supreme Court rules that the plaintiffs can win in an employment discrimination case if they show that the employer's reason for a challenged action is pretextual (not true). The plaintiff does not have to prove that discrimination was the real reason -- it can be inferred from the facts. The unanimous Court states, "It is permissible for the trier of fact to infer the ultimate fact of discrimination from the falsity of the employer's explanation."
- In EEOC v. CEC Entertainment, Inc., d/b/a Chuck E. Cheese' No. 98-C-698-X, 2000 WL 1339288 (W.D. Wis. Mar. 14, 2000) a jury awarded over $13 million in damages to a part-time janitor with developmental disabilities who was terminated because of his disability At trial, the regional manager, who fired the employee stated he did not want "those people" working at the restaurant. This was the largest individual award under the American with Disabilities Act (ADA), although it was later reduced in accordance with statutory caps.
Significant EEOC Policies and Guidance
- In 2000, the EEOC issued Enforcement Guidance to explain aspects of the Americans with Disabilities Act (ADA); Policy Guidance explaining Executive Orders affecting federal employees; updated its Compliance Manual; and issued a Commission Decision on the exclusion of prescription contraceptives from health plans.
- Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act (ADA)
- Enforcement Guidance: Application of the ADA to Contingent Workers Placed by Temporary Agencies and Other Staffing Firms
- Policy Guidance on Executive Order 13145: To Prohibit Discrimination in Federal Employment Based on Genetic Information
- Policy Guidance on Executive Order 13164: Establishing Procedures to Facilitate the Provision of Reasonable Accommodation implementing Executive Order 13164
- Compliance Manual Section 2 - Threshold Issues.
- Compliance Manual Section 3 - Employee Benefits.
- Compliance Manual Section 10 - Compensation Discrimination and a plain-language fact sheet Questions and Answers: On Compensation Discrimination.