Summary
Former officials from the U.S. Department of Labor (DOL) and the Equal Employment Opportunity Commission (EEOC) are advising employers to disregard President Trump’s executive order that bans the enforcement of disparate-impact liability. They argue that this ban undermines essential principles of civil rights law and contradicts decades of legal precedent established under the Civil Rights Act of 1964.
The officials emphasise that employers should continue to comply with civil rights laws, irrespective of the executive order, as such orders cannot annul existing legal protections. They warn that civil rights lawyers will continue to pursue legitimate disparate-impact claims, and non-compliance could result in severe repercussions for organisations.
Key Points
- Trump’s executive order aims to halt the enforcement of disparate-impact liability, deemed a violation of constitutional principles.
- According to former officials, Title VII of the Civil Rights Act explicitly prohibits unjustified disparate impact and was upheld by the Supreme Court.
- Ignoring this advice may expose employers to discrimination claims and potential legal actions.
- The DOL and EEOC officials assert that employers should monitor and rectify any discriminatory practices to remain compliant.
- Civil rights advocates predict an increase in litigation against businesses over discrimination claims despite the executive order.
Why should I read this?
If you’re in the business sector or HR, this article is a must-read! It breaks down the crucial insights from former high-ranking officials about the ongoing implications of Trump’s controversial executive order. Understanding your responsibilities under civil rights laws is vital in ensuring your organisation remains compliant and avoids potential legal pitfalls. Don’t miss out on valuable advice that can protect your company and ensure fairness in hiring practices.