- Posts by Joseph Ramesar
Law Clerk - Admission PendingJoey Ramesar* guides employers on traditional labor matters and on compliance with applicable employment law.
He assists in representing and advising management on unfair labor practice charges, grievances and arbitrations ...
The EEOC’s Shift Away from Disparate Impact Liability
Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act prohibit employers from implementing facially neutral procedures that unintentionally discriminate against individuals based on their protected categories. The Equal Employment Opportunity Commission (EEOC) is the federal agency tasked with investigating claims of unintentional discrimination, called disparate impact.
According to an internal memorandum obtained by Bloomberg Law, the EEOC plans on closing all pending disparate impact discrimination charges based at the end of September 2025. Once these charges are closed, the EEOC is expected to issue right-to-sue letters allowing claimants to file their case in federal court. Charges that involve claims of both disparate impact and disparate treatment are likely to remain with the EEOC in normal course.
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