Compliance Stuff

  E mployer-sponsored networking events and leadership programs are often created to support professional development and employee engagement . But when access to those opportunities is limited based on a protected characteristic, the program itself can become the basis for a Title VII claim. That issue is at the center of the EEOC’s recent lawsuit against Coca-Cola Beverages Northeast, Inc. In its complaint filed February 17, 2026, t he agency alleges the company violated Title VII by excluding male employees from an employer-sponsored trip and networking event and by providing female attendees with workplace and economic benefits not offered to male employees . [1] According to the complaint, Coca-Cola Northeast held the event at Mohegan Sun and Casino in Connecticut on September 10 and 11, 2024. [2]  The EEOC alleges the company privately invited female employees, did not invite male employees, and gave attendees several associated benefits. Those alleged benefits included...

  Corporate inclusion, equity, and diversity (IE&D) programs are facing existential threats in 2025. President Trump kicked off his second term with a series of executive orders taking aim at such efforts and companies continue to face pressure from vocal IE&D critics. This new paradigm presents business leaders with the formidable challenge of balancing the rapidly shifting political landscape with employee expectations and existing IE&D commitments. With legal and reputational risks front and center, how are organizations responding? To find out, Littler s urveyed nearly 350 C-suite executives from across the U.S., both before and after the presidential inauguration, for its second Inclusion, Equity, and Diversity C-Suite Survey Report. The data reveals that despite the increased scrutiny and growing concerns about legal risks as President Trump pursues anti-IE&D policies, c ompanies are largely maintaining their programs and commitments . This comes as the majo...

  President Trump issued two anti-DEI executive orders at the start of his second term that shook up the workplace and left federal contractors and private employers wondering how to comply. Employers grappled with understanding what was meant by “illegal DEI” programs that could lead to a loss of federal funding or future enforcement activities. A recent lawsuit filed in Maryland federal court argued that the orders were vague and that the key terms were undefined – and the court agreed. The judge issued an order on February 21 temporarily blocking enforcement of the executive orders while the lawsuit plays out. What does this mean for employers’ diversity, equity, inclusion, and accessibility (DEIA) programs? Here’s what federal contractors and other private employers need to know about this development and five steps you should consider taking next. How Did We Get Here? During the first two days of the new administration, President Trump  issued two executive orders ...

Compliance with  Title VII of the Civil Rights Act of 1964  is more important now than ever, as equal employment opportunity efforts are being scrutinized more closely following President Donald Trump’s  diversity, equity, and inclusion (DEI) executive orders . Concern among companies also has been heightened by a Feb. 5 U.S. Department of Justice (DOJ)  memo  considering criminal investigations of illegal programs. Title VII prohibits discrimination based on race, color, national origin, sex (including  sexual orientation and gender identity or expression ), and religion. Title VII applies to employers with 15 or more employees, each working 20 or more weeks in the current or preceding calendar year; state and local government; employment agencies; labor unions; and U.S. citizens employed by U.S.-owned or controlled companies in foreign countries. “DEI programs, while well-intentioned, can sometimes inadvertently create issues if they are not carefully des...

 The 2024 NILG Conference, with its slogan “Explore. Enable. Evolve.,” provided a platform for the Office of Federal Contract Compliance Programs (OFCCP) to engage with contractors and address evolving compliance challenges. Key takeaways from the conference highlight OFCCP’s commitment to improving its processes, regulations, and resources while also emphasizing the importance of contractor preparedness in the face of increasing regulatory scrutiny. Key Conference Takeaways OFCCP’s Commitment to Improvement OFCCP officials were eager to interact with audience members and presenters, hear their concerns, explore how the Agency can improve its longstanding practices and regulations, and provide guidance to those who entered the week with feelings of confusion or uncertainty about how their company can comply. Enhanced Accessibility: OFCCP is actively working to improve the ease of determining federal contractor status and understanding related requirements . This includes plans to e...