Compliance Stuff

On February 5, 2026, the parties in  Center for Investigative Reporting v. U.S. Dep’t of Labor  filed a stipulated request in the U.S. District Court for the Northern District of California to lift the temporary stay that has paused the disclosure of federal contractors’ EEO-1 reports at the center of this case. Case Background In 2025, the U.S. Court of Appeals for the Ninth Circuit  affirmed the district court’s order  that required the U.S. Department of Labor (DOL) to release EEO-1 report data the agency had withheld in response to Freedom of Information Act (FOIA) requests. The Ninth Circuit held that EEO-1 workforce demographic data is not “commercial” information protected by FOIA Exemption 4 and must be disclosed. The decision became final after the federal government declined to seek rehearing. While the Ninth Circuit’s decision resolved a significant legal question about the scope of FOIA Exemption 4, the  case had not concluded , with additional issue...

 In an unprecedented action, federal workplace law officials just filed suit against 15 employers in 10 states alleging that they failed to file their mandatory EEO-1 reports and asking the court to order the employers to do so without delay. With the deadline for 2023 reports rapidly approaching, these lawsuits filed by the EEOC serve as a wake-up call to any employer that has not been meeting its reporting deadlines. With the 2023 filing deadline right around the corner – June 4 – what do you need to know about this landmark litigation and what five steps should you take if you haven’t yet filed your EEO-1 report? EEOC Takes Aim at 15 Employers The Equal Employment Opportunity Commission (EEOC) filed federal lawsuits against 15 employers in the past week, alleging they failed to comply with mandatory federal reporting requirements by not filing their EEO-1 reports.  The lawsuits were filed in 10 states across the country, including New York, Florida, Georgia, Ohio, North Car...