Equal Employment Opportunity Commission – Federal Register Recent Federal Regulation Documents

The Equal Employment Opportunity Commission (``EEOC'' or ``Commission''), through this final rule, amends some of its existing regulations to include references to title II of the Genetic Information Nondiscrimination Act of 2008 (``GINA''), which prohibits employment discrimination based on genetic information.

The U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) Civil Rights Division will hold a series of joint Town Hall Listening Sessions on EEOC's proposed regulations under the ADA Amendments Act of 2008 (ADAAA), 74 FR 48431 (09/23/2009). These joint sessions will be held throughout the country to obtain direct input from the business/employer communities and the disability and disability advocacy communities on the proposed regulations.

The Equal Employment Opportunity Commission is revising the method of public announcement of agency meetings subject to the Government in the Sunshine Act.

The Equal Employment Opportunity Commission (``EEOC'' or ``Commission'') is issuing a proposed rule that would implement Title II of the Genetic Information Nondiscrimination Act of 2008 (``GINA''). Congress enacted Title II of GINA to protect job applicants, current and former employees, labor union members, and apprentices and trainees from discrimination based on their genetic information. Title II of GINA requires the EEOC to issue implementing regulations. The Commission is proposing these rules under that authority to provide all persons subject to Title II of GINA additional guidance with regard to the law's requirements. The Commission invites written comments from members of the public on these proposed rules and on any specific issues related to this proposal.

The Equal Employment Opportunity Commission is revising its regulations at 29 CFR Part 1611, which implement the Privacy Act of 1974, to exempt one of its systems of records from one of the Act's requirements.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (EEOC) hereby gives notice that it has submitted to the Office of Management and Budget (OMB) a request for an extension through 2010 of the existing collection requirements under 29 CFR 1602, Recordkeeping and Reporting Requirements under Title VII. The Commission has requested an extension of an existing collection as listed below.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (EEOC) hereby gives notice that it has submitted to the Office of Management and Budget (OMB) a request to approve a new information collection as described below.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission hereby gives notice that it is submitting the information collection described below to the Office of Management and Budget for a three-year authorization.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (EEOC) hereby gives notice that it has submitted to the Office of Management and Budget (OMB) a request for a three year extension of the existing collection as described below.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (EEOC) hereby gives notice that it has submitted to the Office of Management and Budget (OMB) a request for a three-year extension of the existing collection as described below.

In accordance with section 3506(c)(2)(A) of the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (EEOC) announces that it intends to submit to the Office of Management and Budget (OMB) a request for a three-year extension of the existing collection as listed below.

This notice proposes two new systems of records, and amends an existing system of records. The changes implement EEOC's personal identification verification (PIV) card system, and establish a system for EEOC emergency management files.

The Equal Employment Opportunity Commission (``EEOC'' or ``Commission'') is issuing this notice of proposed rulemaking (``NPRM'') to address issues related to the United States Supreme Court's decision in Smith v. City of Jackson. The Court ruled that disparate impact claims are cognizable under the Age Discrimination in Employment Act (``ADEA'') but that liability is precluded when the impact is attributable to a reasonable factor other than age. Current EEOC regulations interpret the ADEA as prohibiting an employment practice that has a disparate impact on individuals within the protected age group unless it is justified as a business necessity.