The Equal Employment Opportunity Commission’s Continued Scrutiny of Staffing Relationships

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Overview

Highlights

Since its first Strategic Enforcement Plan, published in 2013, the U.S. Equal Employment Opportunity Commission has targeted the staffing industry for heightened enforcement of federal equal employment opportunity laws. Indeed, during the EEOC’s 2022 fiscal year, it filed at least 10 lawsuits against staffing companies and/or their clients, and reached significant settlements in several earlier filed cases involving staffing companies. In early 2023, the EEOC issued a proposed new SEP that would remain in effect through 2027. Once again, the EEOC has targeted staffing and other temporary work arrangements for enhanced enforcement activity, though with some new twists. It is widely expected that EEOC will increase enforcement activity in the coming year and beyond.

In this webinar, staffing companies will learn what the EEOC’s current driving initiatives include and how to avoid enforcement activity by updating their practices to ensure compliance. Join staffing expert and legal counsel Andrew L. Scroggins to learn how to safeguard your company and set a strategy for responding to these changes.

During the webinar, attendees will learn

  • What EEOC’s enforcement priorities are and how those priorities affect the staffing industry
  • Which types of enforcement activity the EEOC has taken against the staffing industry in the recent past, how that has affected companies providing staffing services and their clients, and behaviors staffing agencies should avoid
  • How changes within the EEOC, both in its makeup and its enforcement priorities, better enable it to audit staffing company practices
  • How staffing firms can avoid issues that might prompt enforcement action by the EEOC

Presenters

Andrew L. ScrogginsAndrew L. Scroggins

Partner, labor and employment, Seyfarth Shaw LLP

Scroggins’s practice is focused on complex class and collective action proceedings. His experience in this area includes defending against claims of age, sex, race, national origin, disability, and genetic information discrimination and retaliation under Title VII, the Age Discrimination in Employment Act, the Americans With Disabilities Act, and the Equal Pay Act, as well as alleged wage and hour and wage payment violations brought under the Fair Labor Standards Act and similar state laws. A significant portion of his practice includes matters concerning the U.S. Equal Employment Opportunity Commission, ranging from the handling of administrative charges to systemic investigations, subpoena enforcement proceedings, and pattern and practice litigation.

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