Equal Employment Opportunity Commission – Federal Register Recent Federal Regulation Documents

The Equal Employment Opportunity Commission is publishing this final rule so that employers may create, adopt, and maintain a wide range of retiree health plan designs, such as Medicare bridge plans and Medicare wrap-around plans, without violating the Age Discrimination in Employment Act of 1967 (ADEA). To address concerns that the ADEA may be construed to create an incentive for employers to eliminate or reduce retiree health benefits, EEOC is creating a narrow exemption from the prohibitions of the ADEA for the practice of coordinating employer- sponsored retiree health benefits with eligibility for Medicare or a comparable State health benefits program.\1\ The rule does not otherwise affect an employer's ability to offer health or other employment benefits to retirees, consistent with the law.

Notice is hereby given of the appointment of members to the EEOC Performance Review Board.

The Equal Employment Opportunity Commission (``EEOC'' or ``Commission'') is publishing this final rule to amend its Age Discrimination in Employment Act (the ``Act'' or ``ADEA'') regulations to conform them to the Supreme Court's holding in General Dynamics Land System, Inc. v. Cline, 540 U.S. 581 (2004), that the ADEA only prohibits discrimination based on relatively older age, not discrimination based on age generally. Thus, the final rule deletes language in EEOC's ADEA regulations that prohibited discrimination against relatively younger individuals. The new rule explains that the ADEA only prohibits employment discrimination based on old age and, therefore, does not prohibit employers from favoring relatively older individuals.

In accordance with the Paperwork Reduction Act of 1995, the Equal Employment Opportunity Commission (Commission or EEOC) gives notice that it has submitted to the Office of Management and Budget (OMB) a request for an extension without change of the existing collection requirements under 29 CFR 1625.22, Waivers of rights and claims under the Age Discrimination in Employment Act (ADEA). No public comments were received in response to the EEOC's November 20, 2006 60- Day notice soliciting comments on the proposed extension of this collection.

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 of the existing collection requirements under 29 CFR 1602, Recordkeeping and Reporting Requirements under Title VII and the ADA. The Commission has requested an extension of an existing collection as listed below.

This final rule revises existing EEOC regulations to update two office addresses.

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 (Commission or EEOC) announces that it intends to submit to the Office of Management and Budget (OMB) a request for an extension without change to existing collection requirements under 29 CFR 1625.22, Waivers of rights and claims under the Age Discrimination in Employment Act (ADEA). The Commission is seeking public comments on the proposed extension.

In accordance with the Paperwork Reduction Act of 1995 (Pub. L. 104-13, 44 U.S.C. chapter 35), the Commission announces its intent to submit to the Office of Management and Budget (OMB) a request to approve a new information collection as described below.

The Equal Employment Opportunity Commission (``EEOC'' or ``Commission'') proposes to amend its regulations concerning the Age Discrimination in Employment Act (the ``Act'' or ``ADEA'') to reflect a Supreme Court decision interpreting the Act as permitting employers to favor older individuals because of age. This amendment will revise and clarify EEOC regulations that currently describe the ADEA as prohibiting such age-based favoritism.

This final rule revises existing EEOC procedural regulations to update position titles, organization titles and office addresses. It does not change the procedures themselves.