On February 4, 2015, the Equal Employment Opportunity Commission (“EEOC”) released litigation data for its fiscal year 2014, which ran from October 1, 2013, to September 30, 2014. The EEOC enforces Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Equal Pay Act, and the Genetic Information Non-Discrimination Act.
Overall, fewer charges of discrimination were filed with the EEOC in 2014 than in the previous year. However, out of the nearly 89,000 charges filed, the percentage of charges alleging retaliation rose to its highest level ever. The percentage of charges alleging retaliation increased to 42.8%, which equals almost 38,000 charges. Thirty percent of the charges filed in 2014 alleged harassment on various bases, such as race or disability.
- Illinois. 4,487 charges originated in Illinois, consisting of 5.1% of the total charges filed in the United States. Of those, 1,885 alleged retaliation.
- Indiana. 2,700 charges originated in Indiana, which is 3% of the total charges filed in the United States. Of those, 1,063 alleged retaliation.
- Kentucky. 975 charges originated in Kentucky, which is 1.1% of the total charges filed in the United States. Of those, 368 alleged retaliation.
In 2014, the EEOC obtained more than $296 million in monetary relief through its pre-litigation enforcement program. The number of lawsuits filed by the EEOC rose from 2013, garnering monetary relief in the amount of $22.5 million.
More information on 2014 EEOC enforcement and litigation data can be found at www.eeoc.gov/eeoc/newsroom/release/2-4-15.cfm.
About the Author
Mark A. McAnulty, a partner at Kahn, Dees, Donovan & Kahn, LLP, in Evansville, Indiana, practices labor and employment law, and is a member of the KDDK litigation and trial services practice team. Licensed to practice in Indiana, Kentucky, Illinois, and Missouri, Mark has represented clients in administrative and judicial proceedings throughout the tri-state area. Mark counsels clients regarding hiring and disciplinary issues, as well as compliance with local, state and federal employment laws. Mark also works with clients in reviewing and drafting employment contracts, non-compete agreements, and employee handbooks; and has advised and represented employers in labor management and union avoidance matters.