EEO-1 Report FOIA Litigation Update
U.S. DOL Appeals and Seeks Stay of EEO-1 Report Release
The federal District Court for the Northern District of California ordered OFCCP to release, by February 20, 2024, the withheld Consolidated EEO-1 Reports of federal contractors for the years 2016 through 2020 that were the subject of a Freedom of Information Act (FOIA) request by the Center for Investigative Reporting.
Our firm has learned that the U.S. Department of Labor today has appealed the district court’s decision, and that it will soon seek a stay of the release of EEO-1 Reports during the appeal.
We expect the 9th Circuit Court of Appeals will grant a stay of the release of the EEO-1 Reports pending the appeal.
Silberman Law will monitor the developments in this case and will provide an update as soon as possible.
Discontinue Using U.S. DOL Form CC-305 Inviting Applicants & Employees to Self-Identify Disability Status by September 21, 2026.
The U.S. Department of Justice (“DOJ”) $3.2 million settlement with OpenAI highlights growing exposure for employers when a ‘green card’ recruitment process differs from ordinary recruitment practices. HR, talent acquisition, and global mobility teams should ensure that green card sponsored recruitment
Join Us for This Discussion About Recent and Impending EEO Reporting Changes and the Options, Risks and Strategies for Employers to Consider
Wednesday, September 9, 2026 at 12:30pm ET
Last week, the U.S. Department of Labor issued final regulations that result in significant changes to the EEO and affirmative action
Discontinue Using U.S. DOL Form CC-305 Inviting Applicants & Employees to Self-Identify Disability Status by September 21, 2026.
The U.S. Department of Justice (“DOJ”) $3.2 million settlement with OpenAI highlights growing exposure for employers when a ‘green card’ recruitment process differs from ordinary recruitment practices. HR, talent acquisition, and global mobility teams should ensure that green card sponsored recruitment
Join Us for This Discussion About Recent and Impending EEO Reporting Changes and the Options, Risks and Strategies for Employers to Consider
Wednesday, September 9, 2026 at 12:30pm ET
Last week, the U.S. Department of Labor issued final regulations that result in significant changes to the EEO and affirmative action
The Department of Homeland Security (DHS) has proposed a new $103,265 fee for every H-1B application subject to the annual “cap” lottery. If finalized, the fee would be payable when the petition is filed and would apply
Note: This Alert has been updated to reflect different effective dates for two separate regulations we describe below.
The United States Department of Labor (DOL) published on August 21, 2026, three final rules addressing federal contractor equal employment opportunity obligations.
The United States Department of Labor (DOL) will publish today, Friday, August 21, 2026, three final rules addressing federal contractor equal employment opportunity obligations.
The new regulations become effective October 26, 2026.
In late May 2026, Connecticut Governor Ned Lamont signed the Connecticut Artificial Intelligence Responsibility & Transparency Act (the "Act"). The Act is comprehensive and regulates many different areas beyond employment, such as consumer and companion chatbots, frontier-model developers, generative-AI content
What Does This Mean for Colorado Employers?
This new law passed in Colorado imposes specific restrictions on how employers handle government-issued identification documents for their Colorado employees. The law prohibits employers from demanding, confiscating, or improperly retaining certain identification documents,
The U.S. Supreme Court, in its recent decision in Trump v. Barbara, concluded that the 14th Amendment guarantees citizenship to all children born in the United States, regardless of their parents’ immigration status.
In 1979, the EEOC published “Affirmative Action Appropriate Under Title VII of the Civil Rights Act Of 1964”. 29 C.F.R Part 1608 (“the Guidance”) which provided guidance to employers electing to implement voluntary affirmative action programs.
