The federal agency has assigned the task of protecting the civil rights of the workers, which is classifying all the new gender identity related discrimination as its lowest priority, essentially putting them indefinitely, according to two agency employees.
The US Equal Employment Opportunity Commission held a meeting on Wednesday, in which it was clarified that it would treat the new worker complaints of gender discrimination in view of President Donald Trump’s January 20 executive order. Identify only two “irreversible” sexes – male and female.
Employees who handle the upcoming fees, or intake were directed to code as “C” as the lowest classification in the EEOC system, which is usually reserved for meritless fees, according to agency employees, who attended a meeting of Microsoft teams led by EEOC’s National Intecake Coordinator of EEOC. Employees asked to remain anonymous as they were not authorized to reveal the details of the meeting.
An EEOC spokesperson refused to comment on the meeting, saying that “according to the federal law, we cannot discuss the investigation practices.”
The decision is the latest step by EEOC to defend the rights of transgender and non -communicable workers in a major change in civil rights enforcement under Trump Administration. In February, Eeoc moved Leave seven of your own pending cases Accusations of discrimination against transgender and nonbinary people.
EEOC acting president Andrea Lucas, a Republican, has stated that one of his priorities will implement Trump’s executive order on the penis and “defend the biological and binary reality of sex and related rights.” He had earlier ordered that any worker discrimination alleges that Trump’s executive order on the gender “approximate”, he should be extended to the headquarters for review.
This latest decision to bury complaints related to gender identity leaves people who experience discrimination at work with limited support to transgender and non-lyrics. American activists should file a complaint of discrimination through EEOC before they could seek other legal routes.
Tea Feldbalum, which was an EEOC Commissioner from 2010-2019, said that matters related to gender identity are essentially pre-determined pre-determined pre-determined pre-determined pre-determined pre-determined pre-determined pre-determined pre-determined.
“If they say they are bringing it to a central location, then they have at least something to consider them properly,” Feldblum said about Lucas’s previous instructions on Lucas’s identification matters. “If they are out of the door as” C “allegations, they are not doing their work.”
The EEOC has said that it will still issue “the right to sue in matters related to gender-identity at the request, which means that workers can decide to prosecute on their own. The agency will also honor the requests for mediation, according to the employees attending Wednesday’s meeting. But if the arbitration fails, the EEOC will not take any other action on the case, the employees said.
EEOC’s new approach Gender-identity The debate has increased whether the agency is working in a violation of the Supreme Court’s 2020 decision. Bostock vs Clayton CountyA historical case that has established the title of VII of the Civil Rights Act, prohibits workplace discrimination on the basis of gender identity.
Civil rights activists have accused the EEOC of illegally defying the Supreme Court and abandoning their duties to implement anti-discrimination laws except gender-identity. Lucas has earlier told AP that it is the duty of EEOC to follow Trump’s executive orders, but he has not directly addressed the criticism that the agency is under stress with the Supreme Court.
According to the agency’s website, in the financial year 2024, EEOC received more than 3,000 allegations alleging discrimination on the basis of sexual orientation or gender identity.
Associated Press Business Reporter Alexandra Olson contributed to this report.
