On this week’s episode of Atlanta Business Law Today, Joe Gumm discusses the EEOC, U.S. Equal Employment Opportunity Commission’s recent draft of its strategic plan for fiscal years 2018 to 2022. The strategic plan serves as a framework for the EEOC in achieving its mission through the strategic application of the EEOC’s law enforcement authorities, preventing employment discrimination, and promoting inclusive workplaces through education and outreach. To accomplish its mission and achieve its vision, the strategic plan commits the EEOC to pursue strategic objectives and goals. Tune in to find out more.
VIDEO TRANSCRIPTION
Hello everyone, and welcome to another edition of Atlanta Business Law Today. I’m Joe Gumm. The content for today’s show is brought to you by the Atlanta-based law firm of Berman Fink Van Horn, specializing in business law since 1997.
Okay. Recently, the EEOC, U.S. Equal Employment Opportunity Commission, released for public comment a draft of its strategic plan for fiscal years 2018 to 2022. The strategic plan serves as a framework for the EEOC in achieving its mission through the strategic application of the EEOC’s law enforcement authorities, preventing employment discrimination, and promoting inclusive workplaces through education and outreach. To accomplish its mission and achieve its vision, the strategic plan commits the EEOC to pursue the following strategic objectives and outcome goals.
To combat and prevent employment discrimination through the strategic application of EEOC’s law enforcement authorities, the corresponding outcome goals are, number one, discriminatory employment practices are stopped and remedied, and victims of discrimination receive meaningful relief. Number two, enforcement authorities are exercised fairly, efficiently, and based on the circumstances of each charge or complaint.
To prevent employment discrimination and promote inclusive workplaces through education and outreach, the corresponding outcome goals are, number one, members of the public understand the employment discrimination laws and know their rights and responsibilities under these laws. Number two, employers, unions, and employment agencies, covered entities, prevent discrimination, effectively address EEOC issues, and support more inclusive workplaces.
Organizational excellence. The corresponding outcome goals are, number one, a culture of excellence, respect, and accountability, and number two, resources align with priorities to strengthen outreach, education, enforcement, and service to the public. The plan also identifies strategies for achieving each outcome goal, and identifies 12 performance measures with yearly targets to track the EEOC’s progress as it approaches fiscal year 2022.
So, what are the next steps? Well, the EEOC announced on December 8, 2017, that it is seeking public comments for the strategic plan from advocacy groups and individuals. Comments must be submitted by 5:00 p.m. Eastern on January 8, 2018. This draft plan has not been approved by the commission and is still under review.
We’d like to thank our sponsor, the law firm of Berman Fink Van Horn, for another edition of Atlanta Business Law Today. I’m Joe Gumm. See you next time.
This edition of Atlanta Business Law Today was brought to you by the law firm of Berman Fink Van Horn, specializing in business law for over 20 years. Visit them today at bfvlaw.com.
