To comply with this law, employers would be wise to develop a strong diversity plan, a simple complaint reporting system and a comprehensive investigation process. To help with the last piece, we created this checklist that outlines the nine steps of an EEO investigation. EEO Laws. New York City is bound by city, state, and federal equal employment laws. The EEPC monitors City entities' compliance with these laws to ensure equal employment practices throughout the City. Directory of City Agencies Contact NYC Government City Employees Notify NYC CityStore Stay Connected NYC Mobile Apps Maps Resident Toolkit. NYC. Identifying a pattern might speed up and simplify the investigation. If you believe the circumstances described by the complainant do not break any laws, schedule a meeting to discuss your decision. If you believe the circumstances are illegal and do require a full inquiry, develop an investigation plan. 4. Gather the Facts and Evidence Monday, July 18, 2022. On July 12, 2022, the EEOC updated its informal COVID-19 guidance to employers in a number of significant and surprising ways, most of which call for more nuanced assessment Now, under the EEOC's interpretation of the Americans with Disabilities Act ("ADA"), an employer may administer a COVID-19 test when evaluating an employee's initial or continued presence in the workplace only "if the employer can show it is job-related and consistent with business necessity." Employees have a limited amount of time to report instances of discrimination -- 180 to 300 days, depending on the state. States with their own workplace discrimination laws have longer deadlines. Charges can be filed in person at an EEOC office, by telephone at 800-669-4000, or through the mail. The EEOC also provides employees an online tool EEOC complaints are handled by the Equal Employment Opportunity Commission (EEOC), the body responsible for investigating discrimination complaints based on religion, race, national origin, color, age, sex, and disability. A company with more than 14 employees is subject to the EEOC stepping in. Every employee has the right to file an EEOC EEOC subpoenas to conduct such investigations. Further, if the EEOC ever did have any hesitance about conducting an on-site investigation without an employer's consent, this ruling likely alleviates any such concern. Accordingly, employers should choose their battles carefully when thinking about opposing an EEOC on-site investigation. An Employer's Guide to EEOC Systemic Investigations and Subpoena Enforcement Actions 4 LITTLER MENDELSON, P.C. •EMPLOYMENT & LABOR LAW SOLUTIONS WORLDWIDE™ Employers, on the other hand, have relied on limitations on the scope of the EEOC's authority, which also is referenced in Shell Oil. an EEOC Position Statement and Checklist - Responding to EEOC Charges (Including Sexual Harassment Charges). The EEOC also has guidance on what to include in a position statement. Responding to Requests for Information Almost every investigation will include a Request for Information (RFI). Information that investigators commonly seek includes: The Equal Employment Opportunity Commission's (EEOC's) investigative authority does not end when it issues a right-to-sue letter to the complaining employee, or even when the employee's claim has