President Donald Trump’s executive orders (EOs) addressing diversity, equity, and inclusion (DEI) programs among federal contractors and private-sector employers do not supersede well-established workplace anti-discrimination law. However, experts have said that organizations should review their inclusion and diversity (I&D) practices and policies to withstand new federal scrutiny.
SHRM CHRO Jim Link, SHRM-SCP, was joined by Tara Singh Param, a partner at Holland & Knight in Philadelphia, and Patricia Timmons-Goodson, the dean and chief academic officer of North Carolina Central University School of Law in Durham, N.C., during a Feb. 26 SHRM webinar to help employers navigate compliance with Title VII of the Civil Rights Act of 1964 amid changing federal directives on I&D.
“The executive orders have introduced substantial shifts to inclusion and diversity within federal agencies and among federal contractors,” Link said. “These changes emphasize a merit-based approach and eliminate affirmative action obligations for federal contractors. Some statutory obligations remain, however, including tracking employment metrics for veterans and people with disabilities.”
The White House has also directed the Department of Justice (DOJ) to investigate the private sector for what it characterizes as “illegal DEI.” U.S. Attorney General Pam Bondi issued a memo on Feb. 5 stating that the DOJ intended to begin its evaluation of enforcement mechanisms against private-sector...
A recent Ninth Circuit decision underscores why importers should be worried that they will be hit with a large government bill under the False Claims Act (FCA) to pay for newly raised duties impose...