Log in or register
Share on LinkedInShare on LinkedIn

ARTICLE · 07 NOVEMBER 2023

EEOC Proposes Updated Harassment Guidance

Manatt, Phelps & Phillips, LLP
Manatt, Phelps & Phillips, LLP
Contributor
Manatt, Phelps & Phillips, LLP

Manatt, Phelps & Phillips, LLP

Manatt is a multidisciplinary, integrated national professional services firm known for quality and...

View firm profile
Explore more from Manatt, Phelps & Phillips, LLP

For the first time since 1999, the Equal Employment Opportunity Commission (EEOC) has issued guidance on harassment in the workplace.

United StatesEmployment and HR
Manatt, Phelps & Phillips, LLP
Manatt, Phelps & Phillips, LLP

For the first time since 1999, the Equal Employment Opportunity Commission (EEOC) has issued guidance on harassment in the workplace.

The agency noted that between fiscal years 2018 and 2022, 35 percent of the charges of employment discrimination filed included an allegation of harassment based on race, color, national origin, religion, sex (including pregnancy, sexual orientation and transgender status), age, disability or genetic information, demonstrating that workplace harassment remains a significant problem.

In 2017, the EEOC first released a proposed guidance on workplace harassment for public comment, but it was not finalized. The updated proposed guidance "reflects notable changes in law, including the Supreme Court's decision in Bostock v. Clayton County, the #MeToo movement and emerging issues, such as virtual or online harassment," the agency explained.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

View source

Related Articles

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Related Comparative Guides

See more popular content from

Article

Treasury Issues Temporary Regulations On Trump Accounts And Contributions

The U.S. Department of the Treasury and IRS recently issued temporary regulations that provide an immediately effective framework for establishing and administering “Trump Accounts,” including broad automatic enrollment and large-scale contributions funded by governmental and charitable donors. The regulations became effective September 30, 2026, apply to taxable years beginning on or after January 1, 2026, and expire September 30, 2029.
United StatesEmployment and HR
Fennemore Craig, P.C.
Fennemore Craig, P.C.
Article

California Passes AB-1883 Targeting AI Workplace Surveillance Of Employees’ Emotional State And Neural Data

On Aug. 30, AB-1883 received final legislative approval and now heads to California Governor Gavin Newsom for signature or veto. If enacted, AB-1883 would prohibit employers from using workplace surveillance tools that rely on artificial intelligence (AI) to recognize, infer, or predict an employee’s emotional state, or to collect “neural data.”
United StatesEmployment and HR
Barnes & Thornburg LLP
Barnes & Thornburg LLP
Article

DOL Announces Enforcement Actions Against Employers In H-1B And PERM Fraud Probe

The Trump Administration has launched an unprecedented enforcement action suspending permanent labor certification processing for eight major employers, linking immigration sponsorship to layoff histories and recruitment practices. This development signals a fundamental shift in how the government evaluates employer access to H-1B and green card programs, with investigations already underway and subpoenas served.
United StatesEmployment and HR
Mayer Brown
Mayer Brown
Article

Maryland’s Ban On Mandatory Employer Meetings: Notice Deadline Looms

Maryland employers must comply with new posting requirements under the Worker Freedom Act, which prohibits penalizing employees who decline attendance at employer-sponsored meetings on religious or political matters. The Maryland Department of Labor has released official notices in English and Spanish that must be displayed prominently in workplaces and provided to new hires starting November 1, 2026.
United StatesEmployment and HR
Jackson Lewis P.C.
Jackson Lewis P.C.
Article

Recent Developments In Mobley v. Workday: California Court Allows Key AI-Hiring Bias Claims To Move Forward

On June 22, 2026, in Mobley v. Workday, Inc., U.S. District Judge Rita Lin largely denied Workday’s motion to dismiss the plaintiffs’ Third Amended Complaint, including rejecting the company’s argument that California’s anti-discrimination laws do not apply to its screening of applicants outside California who are applying for jobs in other states or countries.
United StatesEmployment and HR
Reavis Page Jump LLP
Reavis Page Jump LLP
Article

2026 Changes To FLSA Overtime Exemption Rules: What Employers Should Know About Revised Salary Requirements

Federal overtime exemption rules have shifted back to 2019 standards following court challenges to the Department of Labor's 2024 salary threshold increases. Understanding how these revised requirements affect executive, administrative, professional, and highly compensated employee classifications is critical for maintaining wage-hour compliance.
United StatesEmployment and HR
Genova Burns
Genova Burns
Article

President Trump Announces And Then Pauses 100 Percent Tariff On Branded Pharmaceuticals From Companies Without U.S. Factories Under Construction

On Tuesday, September 30, as part of the administration's announcement of a Most Favored Nation (MFN) pricing agreement with Pfizer, the White House stated that tariffs on other branded drug manufacturers would be paused while MFN negotiations with such manufacturers continue, in addition to announcing a specific three-year grace period for tariffs on Pfizer's products
United StatesFood, Drugs, Healthcare, Life Sciences
Manatt, Phelps & Phillips, LLP
Manatt, Phelps & Phillips, LLP