If the government concludes systemic discrimination has occurred, and the company does not agree to the government’s settlement demands, these agencies can pursue systemic discrimination litigation – often accompanied by a press release or press conference, where the government portrays the company culture as infected with pervasive discrimination or harassment – the norm, not the exception. And while there are some similarities between discrimination class actions filed by private counsel and systemic discrimination claims filed by the government, the stakes are much higher when faced with a government opponent.
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Systemic Discrimination: Government Investigations and Litigation
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What kinds of information do government agencies request from employers during systemic investigations (and over what time period)?
How do government agencies initiate a systemic discrimination investigation?
What kinds of employment practices do government agencies investigate and challenge on a systemic (class-wide) basis?
Which government agencies can investigate and/or bring claims against employers for systemic discrimination?
What is the difference between disparate treatment and disparate impact systemic discrimination?
What laws prohibit systemic (class-wide) employment discrimination?
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I’ve received notice from a government agency indicating they may be conducting a systemic discrimination investigation – what next steps should I take?
If a government agency finds that an employer has engaged in systemic employment discrimination, what remedies does the government typically seek?
Are there differences between a systemic discrimination government enforcement action and a private class action lawsuit asserting claims of systemic discrimination?
Can an employer confidentially settle systemic discrimination claims with the government?
What processes do the government agencies follow before filing systemic discrimination litigation against an employer?
What recourse do government agencies have if an employer refuses to cooperate during a systemic investigation (such as refusing to produce class-wide employee data)?
Under federal law, systemic discrimination challenges are most often brought under Title VII of the Civil Rights Act of 1964 (prohibiting discrimination based on race, color, religion, sex, and national origin), the Age Discrimination in Employment Act (prohibiting discrimination based on age), the Americans with Disabilities Act (prohibiting discrimination based on disability), and the Equal Pay Act (prohibiting unexplained pay disparities between employees of the opposite sex). Many state and local laws also prohibit employment discrimination, sometimes providing even greater protections than federal law, and may be enforced on a class-wide basis. The procedural mechanisms for bringing a systemic discrimination claim vary based on the statute at issue and the entity pursuing the claim. For example, a private plaintiff alleging class-based pay discrimination under Title VII would proceed under the class action provisions of Federal Rule of Civil Procedure 23 (Rule 23), while a similar claim brought under the Equal Pay Act would proceed under the collective action provisions of the Fair Labor Standards Act. By contrast, government agencies, including the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), can bring “pattern or practice” cases challenging systemic discrimination without satisfying the procedural hurdle of class certification that applies to private plaintiffs.
What laws prohibit systemic (class-wide) employment discrimination?
If an employer refuses to cooperate during a systemic investigation, most (but not all) government agencies are given the power by statute to issue subpoenas or civil investigative demands (CIDs) for access to information, including witnesses. If the employer still refuses to cooperate, the agency can seek a court order enforcing the subpoena. Government agencies without subpoena or CID authority may have other avenues of recourse, such as initiating “access” litigation, withholding federal or state funding, or debarment from obtaining government contracts.
What recourse do government agencies have if an employer refuses to cooperate during a systemic investigation (such as refusing to produce class-wide employee data)?
What is the difference between disparate treatment and disparate impact systemic discrimination?
Disparate treatment discrimination means intentional discrimination. It requires a plaintiff or government agency to prove an employer intentionally treats similarly situated individuals differently because of a protected characteristic (such as race or gender). While a plaintiff may use circumstantial or statistical evidence to raise an inference of discriminatory intent, even without direct evidence, intentionality is a quintessential element of a disparate treatment claim.
By contrast, disparate impact discrimination does not require a showing of discriminatory intent. Instead, it requires a plaintiff or government agency to identify a facially neutral employment policy or practice that disproportionately has an adverse impact on a protected group (such as women or older workers). In a disparate impact case, the focus is on the outcome of the policy or practice, not on the intent of the employer. Defenses to disparate impact claims vary by statute. Under the ADEA, an employer can successfully defeat a disparate impact claim by showing that the identified policy or practice adversely affecting older workers is based on any reasonable factor other than age. Under Title VII, if a plaintiff or government agency proves a facially neutral policy or practice caused a disparate impact, the burden shifts to the employer to defend the policy or practice by proving that it is “job related and consistent with business necessity.” Even if the employer meets its burden of proving job-relatedness and business necessity, the plaintiff or government agency can still prevail by identifying an equally effective alternative policy or practice that does not result in a disparate impact.
Which government agencies can investigate and/or bring claims against employers for systemic discrimination?
At the federal level, the Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance Programs (OFCCP), and the Department of Justice (DOJ) have authority to investigate (or in the case of OFCCP, audit) employers for systemic discrimination. If the investigation or audit uncovers evidence of systemic discrimination and the parties do not settle the matter, these agencies also can initiate systemic discrimination litigation. State Fair Employment Practices Agencies, such as the California Civil Rights Department (CRD) and the New York State Division of Human Rights, as well as State Attorney General Offices, may also investigate and litigate allegations of systemic discrimination.
Government agencies have broad authority to investigate and challenge any type of employment policy or practice, although the most common types of policies and practices at issue in systemic discrimination investigations and litigation relate to hiring, promotions, compensation, job leveling practices, accommodations and terminations (including layoffs). Some government agencies, such as the Equal Employment Opportunity Commission (EEOC), also have authority to investigate and litigate allegations of systemic harassment.
What kinds of employment practices do government agencies investigate and challenge on a systemic (class-wide) basis?
How do government agencies initiate a systemic discrimination investigation?
Systemic discrimination investigations can be initiated when an employee or applicant files a complaint or charge with a government agency and the agency determines a systemic investigation is warranted. However, most government agencies – including the Equal Employment Opportunity Commission (EEOC) and State Fair Employment Practices Agencies – have independent authority to initiate systemic investigations – based on requests from other agencies, members of the public, or based on their own research. The EEOC, for example, can initiate systemic discrimination investigations through an EEOC Commissioner filing a “Commissioner’s Charge,” whereas the Department of Justice (DOJ) can initiate a systemic discrimination investigation simply by providing notice to an employer and without first filing a complaint or charge. State Attorney General Offices also often have dual authority with state civil rights agencies to initiate systemic investigations at their discretion. By contrast, the Office of Federal Contract Compliance Programs (OFCCP) investigates systemic discrimination through compliance evaluations (audits).
Sometimes systemic investigations grow out of an individual charge or complaint. In such cases, employers typically receive notice via a letter from the government agency, generally describing the basis for the investigation and often requesting data and documents.
Government agencies have broad authority to request detailed data and documents relevant to the allegations under investigation. Because systemic investigations relate to allegations impacting groups of individuals, they often entail requests for large datasets including data regarding applicants, hires, compensation, promotions, job leveling, performance and terminations, as well as demographic and job history data for large employee populations.
In addition to data, systemic discrimination investigations typically include requests for documentation regarding the employment policies or practices under investigation and may seek validation studies or reports if the investigation involves a test or selection procedures. The government also often requests contact information for potential “victims” of the employment practice under investigation so the agency can send surveys or letters seeking anecdotal evidence of discrimination.
Systemic discrimination investigations also can include on-site visits and witness interviews (including under oath on designated topics). Generally, though, a government agency will first review documents and information provided by the employer before determining whether to advance with these additional steps.
What kinds of information do government agencies request from employers during systemic investigations (and over what time period)?
Government agencies use administrative and litigation processes to identify and pursue discriminatory policies and practices identified as “systemic.” For example, the EEOC may initiate a systemic investigation through (1) pursuing a charge that alleges class-wide discrimination; (2) expanding an individual charge to look into potential systemic issues uncovered during the investigation; (3) the issuance of a Commissioner Charge based on a recommendation from one of the EEOC’s field offices or on a Commissioner’s own initiative; or (4) a Directed Investigation under the ADEA or EPA.
Once an investigation is designated as “systematic” by the EEOC, the case is investigated through requests for information, witness interviews, onsite visits, fact-finding conferences, position statements and a review and analysis of relevant documents and data, often with the assistance of in-house statistical experts.
At the end of a systemic discrimination investigation, the EEOC makes an administrative determination as to whether the charge has merit, which is a lower threshold than courts apply in litigation. If the EEOC finds “reasonable cause” to believe systemic discrimination has occurred, the EEOC will issue a “Letter of Determination” informing both the employer and the charging party (or parties) of the basis for the EEOC’s “reasonable cause” finding. The EEOC will also invite the employer to participate in a settlement process called “conciliation,” where the EEOC will seek class-wide relief, as well as relief for any individual charging parties. If conciliation efforts fail, the EEOC must decide whether to sue the employer in court. If the EEOC decides not to file a lawsuit, or if the EEOC does not find “reasonable cause” in the first instance, the charging party or parties are issued a “Dismissal and Notice of Rights” informing them of their right to file a lawsuit in federal or state court within 90 days.
What processes do the government agencies follow before filing systemic discrimination litigation against an employer?
Whether, and to what extent, a government agency will keep systemic resolutions confidential varies by agency and by statute. Under Title VII, for example, the EEOC is required to keep all pre-suit negotiations and settlement agreements from the conciliation process confidential unless the employer agrees to waive confidentiality.
Similar confidentiality protections do not apply to the OFCCP, which is why pre-litigation settlements with the OFCCP are typically announced by press release.
Settling with a government agency after litigation has been filed is rarely confidential. Most government agencies will settle litigation only through court-approved consent decrees. Like private class actions, resolutions of government lawsuits alleging systemic discrimination must be contained in a publicly filed document that sets forth all settlement terms (including the total amount of any monetary recovery), which the court must approve and over which the court must retain jurisdiction to monitor.
Can an employer confidentially settle systemic discrimination claims with the government?
Are there differences between a systemic discrimination government enforcement action and a private class action lawsuit asserting claims of systemic discrimination?
Government Enforcement Action: Before bringing an enforcement action alleging systemic discrimination, the agency typically conducts a systemic investigation into the challenged employment practice. Government agencies have significant authority to investigate claims of systemic discrimination. Under most anti-discrimination laws, the government can issue subpoenas, interview witnesses and conduct on-site visits. Most government agencies can open a systemic investigation on their own initiative. A private individual can also file a charge alleging systemic discrimination with the relevant government agency, which the agency may choose to pursue. Private individuals cannot directly initiate a government enforcement action, but can usually intervene in a government action as a plaintiff.
Unlike private litigants, government agencies do not need to clear the procedural hurdle of class certification. However, they still must prove the elements of a systemic discrimination claim. Settlements of government enforcement actions are usually embodied in a consent decree, which typically includes various forms of equitable and programmatic relief (such as an obligation to make changes to the policies at issue in the litigation), as well as monetary relief, and several years of monitoring and reporting obligations.
Private Class Action: A private class action is initiated by private individuals. Unlike a government enforcement action, private litigants must satisfy the requirements for class certification under Rule 23 or its state law equivalent. To certify a claim or issue for class treatment, class action plaintiffs generally must show that common questions predominate over individual questions, joinder of all class members is impractical, their claims and defenses are typical of the claims or defenses of the class, and they will fairly and adequately protect the interests of the class. Although plaintiffs may have significant resources, they do not have the same level of investigative power that government agencies have. Also, unlike government resolutions, private class action resolutions are less focused on non-monetary terms, with the primary focus typically on compensating the class members.
Are there differences between a systemic discrimination government enforcement action and a private class action lawsuit asserting claims of systemic discrimination?
The extent of the remedies sought by government agencies is one of the most notable distinctions between negotiating a systemic resolution with the government versus private class action counsel. In a private class action, the monetary relief tends to drive resolution. By contrast, when negotiating with government agencies, the non-monetary terms are of equal, if not greater, importance. Once a government agency finds that an employer has engaged in systemic discrimination, most government agencies engage in a pre-lawsuit settlement process called conciliation, where the government not only will seek class-wide monetary relief, but also substantial non-monetary, “injunctive,” or programmatic relief.
While the non-monetary relief will vary based on the allegations at issue, the government often insists upon terms such as the following before agreeing to settle a systemic finding of discrimination: (1) prominently displayed anti-discrimination notice postings; (2) anti-discrimination training (the content of which must be approved by the agency); (3) systemic changes to the company’s personnel policies and practices (also subject to the government’s review and approval); (4) goals (such as annual hiring or promotion goals) aimed at improving representation or outcomes for the protected group allegedly disadvantaged by the employer’s alleged discrimination; (5) implementation of mentorship, leadership development, and/or outreach programs designed to benefit the protected group subject to the government’s finding; (6) recordkeeping and reporting obligations for a term of several years; and (7) retention of an outside or internal monitor to ensure compliance with the agreed-upon terms.
If a government agency finds that an employer has engaged in systemic employment discrimination, what remedies does the government typically seek?
The first step after receiving notice of a systemic discrimination investigation is to ensure all appropriate stakeholders are aware of the investigation, including in-house and outside counsel, as well as relevant internal business leaders. As with any class action litigation, it is important to ensure appropriate legal hold notices are put in place, as well as a plan to meet any pending deadlines, such as submitting a position statement (if requested) or producing data and documents. Additionally, employers receiving notice of a systemic discrimination investigation should immediately assess whether there are defenses to raise at the outset, such as jurisdictional bars or statutes of limitations. An immediate internal investigation also may be warranted, including to assess risk and potential exposure. Systemic discrimination investigations often span several years, include broad and burdensome information requests, and require complex data analyses. Therefore, it is important to work closely with experienced counsel and consulting experts from the outset who know how to navigate the particular agency’s investigative process and position the matter for the best possible outcome.
I’ve received notice from a government agency indicating they may be conducting a systemic discrimination investigation – what next steps should I take?
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Under federal law, systemic discrimination challenges are most often brought under Title VII of the Civil Rights Act of 1964 (prohibiting discrimination based on race, color, religion, sex, and national origin), the Age Discrimination in Employment Act (prohibiting discrimination based on age), the Americans with Disabilities Act (prohibiting discrimination based on disability), and the Equal Pay Act (prohibiting unexplained pay disparities between employees of the opposite sex). Many state and local laws also prohibit employment discrimination, sometimes providing even greater protections than federal law, and may be enforced on a class-wide basis.
The procedural mechanisms for bringing a systemic discrimination claim vary based on the statute at issue and the entity pursuing the claim. For example, a private plaintiff alleging class-based pay discrimination under Title VII would proceed under the class action provisions of Federal Rule of Civil Procedure 23 (Rule 23), while a similar claim brought under the Equal Pay Act would proceed under the collective action provisions of the Fair Labor Standards Act. By contrast, government agencies, including the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), can bring “pattern or practice” cases challenging systemic discrimination without satisfying the procedural hurdle of class certification that applies to private plaintiffs.
What laws prohibit systemic (class-wide) employment discrimination?
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What is the difference between disparate treatment and disparate impact systemic discrimination?
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Which government agencies can investigate and/or bring claims against employers for systemic discrimination?
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Which government agencies can investigate and/or bring claims against employers for systemic discrimination?
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.
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What is the difference between disparate treatment and disparate impact systemic discrimination?
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What kinds of information do government agencies request from employers during systemic investigations (and over what time period)?
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.
Sed ut perspiciatis unde omnis iste natus error sit voluptatem accusantium doloremque laudantium, totam rem aperiam, eaque ipsa quae ab illo inventore veritatis et quasi architecto beatae vitae dicta sunt explicabo. Nemo enim ipsam voluptatem quia voluptas sit aspernatur aut odit aut fugit, sed quia consequuntur magni dolores eos qui ratione voluptatem sequi nesciunt. Neque porro quisquam est, qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit, sed quia non numquam eius modi tempora incidunt ut labore et dolore magnam aliquam quaerat voluptatem. Ut enim ad minima veniam, quis nostrum exercitationem ullam corporis suscipit laboriosam, nisi ut aliquid ex ea commodi consequatur? Quis autem vel eum iure reprehenderit qui in ea voluptate velit esse quam nihil molestiae consequatur, vel illum qui dolorem eum fugiat quo voluptas nulla pariatur? At vero eos et accusamus et iusto odio dignissimos ducimus qui blanditiis praesentium voluptatum deleniti atque.
Which government agencies can investigate and/or bring claims against employers for systemic discrimination?
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.
Sed ut perspiciatis unde omnis iste natus error sit voluptatem accusantium doloremque laudantium, totam rem aperiam, eaque ipsa quae ab illo inventore veritatis et quasi architecto beatae vitae dicta sunt explicabo. Nemo enim ipsam voluptatem quia voluptas sit aspernatur aut odit aut fugit, sed quia consequuntur magni dolores eos qui ratione voluptatem sequi nesciunt. Neque porro quisquam est, qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit, sed quia non numquam eius modi tempora incidunt ut labore et dolore magnam aliquam quaerat voluptatem. Ut enim ad minima veniam, quis nostrum exercitationem ullam corporis suscipit laboriosam, nisi ut aliquid ex ea commodi consequatur? Quis autem vel eum iure reprehenderit qui in ea voluptate velit esse quam nihil molestiae consequatur, vel illum qui dolorem eum fugiat quo voluptas nulla pariatur? At vero eos et accusamus et iusto odio dignissimos ducimus qui blanditiis praesentium voluptatum deleniti atque.
What is the difference between disparate treatment and disparate impact systemic discrimination?
Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum.
Sed ut perspiciatis unde omnis iste natus error sit voluptatem accusantium doloremque laudantium, totam rem aperiam, eaque ipsa quae ab illo inventore veritatis et quasi architecto beatae vitae dicta sunt explicabo. Nemo enim ipsam voluptatem quia voluptas sit aspernatur aut odit aut fugit, sed quia consequuntur magni dolores eos qui ratione voluptatem sequi nesciunt. Neque porro quisquam est, qui dolorem ipsum quia dolor sit amet, consectetur, adipisci velit, sed quia non numquam eius modi tempora incidunt ut labore et dolore magnam aliquam quaerat voluptatem. Ut enim ad minima veniam, quis nostrum exercitationem ullam corporis suscipit laboriosam, nisi ut aliquid ex ea commodi consequatur? Quis autem vel eum iure reprehenderit qui in ea voluptate velit esse quam nihil molestiae consequatur, vel illum qui dolorem eum fugiat quo voluptas nulla pariatur? At vero eos et accusamus et iusto odio dignissimos ducimus qui blanditiis praesentium voluptatum deleniti atque.
What recourse do government agencies have if an employer refuses to cooperate during a systemic investigation (such as refusing to produce class-wide employee data)?
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Are there differences between a systemic discrimination government enforcement action and a private class action lawsuit asserting claims of systemic discrimination?
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What recourse do government agencies have if an employer refuses to cooperate during a systemic investigation (such as refusing to produce class-wide employee data)?
Insights
A unique feature of our systemic discrimination practice is our deep relationships with leading consulting and testifying experts who are essential in such cases. We’ve learned to partner closely with labor economists, statisticians, and industrial-organizational (“I/O”) psychologists to marshal and present evidence effectively in defense of discrimination claims.
This resource center helps employers understand the latest trends we are seeing in systemic discrimination investigations and litigation by the government, as well as discusses best practices and strategies to mitigate legal and reputational risk when faced with a government investigation involving systemic claims.
Not only have we served as trial counsel in dozens of systemic discrimination cases, but our lawyers repeatedly have delivered wins for our clients.
We have deep experience leading investigations and audits conducted by the EEOC, DOJ, DOL/OFCCP, state fair employment practices agencies, and Offices of the Attorney General involving discrimination claims related to hiring, compensation, promotions, job-leveling, criminal background check procedures and the latest AI-powered recruiting and hiring tools. We also handle systemic claims of discrimination asserted by, or on behalf of, non-minority groups that challenge the legality of DEI initiatives.
Our Systemic Discrimination Experience
Our team members bring experience serving as lead counsel in dozens of systemic discrimination investigations and lawsuits, as well as class-wide pay equity matters. We also have a proven track record of successfully resolving these matters before they become public and turn into systemic class action litigation.
EEOC Systemic Investigations
Successfully and confidentially resolved three separate EEOC charges alleging systemic age discrimination for a social networking platform, a top 10 technology company, and a top multi-national retail chain, all without extensive monetary relief and minimal programmatic relief.
We’ve been innovating in service delivery since we established the first insourcing center in a law firm in 2002 – our Global Operations & Innovation Center. Since then, we’ve earned 120+ Financial Times Innovation awards for our client advice and the way we operate.
Partnering with the Legaltech Community
We combine a strong record of working with regulators on high-profile investigations with deep knowledge on how regulatory agencies operate.
We have deep experience leading investigations and audits conducted by the EEOC, DOJ, DOL/OFCCP, state fair employment practices agencies, and Offices of the Attorney General involving discrimination claims related to hiring, compensation, promotions, job-leveling, criminal background check procedures and the latest AI-powered recruiting and hiring tools. We also handle systemic claims of discrimination asserted by, or on behalf of, non-minority groups that challenge the legality of DEI initiatives.
Partnering with the Legaltech Community
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Partnering with the Legaltech Community
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Erin Connell
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At this moment of regulatory and enforcement uncertainty, these systemic discrimination resources are intended to help you gain an understanding of how these proceedings play out and how best to navigate them if they do arise. So you can protect your brand – and avoid distraction to the business.
Systemic discrimination investigations by government agencies are on the rise, and they are bigger and more expansive than ever. The EEOC, OFCCP, DOJ, and state agencies, such as the California Civil Rights Department (CRD) and the New York State Division of Human Rights, all have authority to conduct systemic discrimination investigations (or audits).
When our clients face systemic discrimination investigations brought by state and federal anti-discrimination agencies, we draw on our extensive experience handling dozens of these matters to mount an effective and persuasive defense. Our team includes first-chair litigators who have spent their careers taking on the government, as well as former government officials and insiders with unique insights into government investigations. We bring credibility, creativity and analytical rigor to resolve government allegations favorably, prior to litigation. But we are also prepared to try these cases if necessary and defend them on appeal.
What Makes Systemic Discrimination Claims by the Government Different?
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What We Do
Systemic discrimination investigations brought by the EEOC, OFCCP, DOJ and state agencies continue to increase in size and scope. If the government concludes systemic discrimination has occurred, and the company does not agree to the government’s settlement demands, these agencies can pursue systemic discrimination litigation – often accompanied by a press release or press conference, where the government portrays the company culture as infected with pervasive discrimination or harassment – the norm, not the exception. And while there are some similarities between discrimination class actions filed by private counsel and systemic discrimination claims filed by the government, the stakes are much higher when faced with a government opponent.
This resource center helps employers understand the latest trends we are seeing in systemic discrimination investigations and litigation by the government, as well as discusses best practices and strategies to mitigate legal and reputational risk when faced with a government investigation involving systemic claims.
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When our clients face systemic discrimination investigations brought by state and federal anti-discrimination agencies, we draw on our extensive experience handling dozens of these matters to mount an effective and persuasive defense. Our team includes first-chair litigators who have spent their careers taking on the government, as well as former government officials and insiders with unique insights into government investigations. We bring credibility, creativity and analytical rigor to resolve government allegations favorably, prior to litigation. But we are also prepared to try these cases if necessary and defend them on appeal.
Our team represents companies across sectors, including leaders and innovators in technology, finance, retail and higher education. We are especially familiar with the government’s recent approach to regulating big tech – where our successful trial outcomes have earned us recognition as an Employment Group of the Year five times (Law360) and among the Top Labor and Employment Lawyers in California (Daily Journal).
Our team represents companies across sectors, including leaders and innovators in technology, finance, retail and higher education. We are especially familiar with the government’s recent approach to regulating big tech – where our successful trial outcomes have earned us recognition as an Employment Group of the Year five times (Law360) and among the Top Labor and Employment Lawyers in California (Daily Journal).
Credibility with Government Investigators and Regulators.
Proven Record of Successfully Resolving Systemic Discrimination Investigations.
Trial-Ready for Systemic Discrimination Lawsuits.
We Are Experts on Experts.
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Our team includes a former principal deputy chief of the DOJ Civil Rights Division’s Employment Litigation section in Washington D.C., who served at the agency for eight years, working extensively with EEOC and DOL leadership on employment-related investigations, as well as a former regional counsel and senior trial attorneys for the EEOC in San Francisco and New York.
The insider’s perspective has proven invaluable to our clients, as we have unique insight into how DOJ, EEOC, and DOL operate. We also have established credibility with investigative officials and the political operatives who often make ultimate decisions about the outcome of a systemic investigation, including whether to approve litigation and settlements.
We have a proven track record of resolving systemic or “pattern or practice” discrimination claims early, with no adverse finding, or under favorable terms that minimize publicity, reporting obligations and monetary payments.
We have a proven track record of resolving systemic or “pattern or practice” discrimination claims early, with no adverse finding, or under favorable terms that minimize publicity, reporting obligations and monetary payments.
Notably, we successfully represented Oracle in the largest pay discrimination case ever brought by OFCCP, while simultaneously litigating a separate declaratory judgment action challenging OFCCP’s authority and enforcement mechanisms under Executive Order 11246. Given our success on the Oracle matters, our team was recognized as by The American Lawyer and were named by Law360.
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Employment MVPs
“Litigators of the Week”
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Our team prides itself on rolling up our sleeves to dig into the details of the statistical and other technical, complex evidence on which these cases can turn so that we can guide the expert work in service of our best legal arguments. We’ve repeatedly deposed many of the “go-to” experts used by the EEOC and OFCCP, and we leverage that experience to inform strategy as we encounter similar experts and approaches again and again.
Successfully obtained dismissal of an EEOC pattern or practice charge against a railway company involving the company’s use of employment tests.
Successfully and confidentially resolved an EEOC Commissioner’s Charge against a national retailer for a fraction of the EEOC’s initial monetary demand, following a finding by the EEOC of nationwide systemic promotion discrimination against minorities.
Represented a private research university in responding to an EEOC finding of systemic retaliation based on language in the institution’s separation agreements. After our intervention, the EEOC did not file suit even though the field office recommended litigation.
Successfully obtained dismissal of DOJ pattern or practice investigation against a state university involving allegations that published goals to improve minority representation resulted in systemic discrimination against non-minority groups.
Successfully resolved – pre-determination – systemic investigation into potential citizenship discrimination based upon an alleged pattern or practice of a nationwide restaurant chain reverifying lawful permanent residents upon the expiration of their green cards.
Currently represent two leading high-tech companies in DOJ investigations involving allegations of citizenship discrimination based on the companies’ PERM application process.
Obtained a complete dismissal for a top 15 technology company in a high-stakes systemic compensation discrimination case, the most significant ever brought by the OFCCP.
Successfully defended and resolved an OFCCP complaint alleging systemic pay discrimination against a Fortune 500 financial services company.
Represented a biotechnology company in connection with multiple OFCCP audits, all of which successfully closed with no findings of discrimination or non-compliance.
Continue to represent a software technology company in multiple ongoing OFCCP audits, following the successful closure of more than 50 audits, all of which closed with no significant findings.
Successfully resolved a contentious OFCCP audit for a software technology company where OFCCP made preliminary findings of hiring and compensation discrimination, but agreed to a conciliation agreement that omitted reference to the compensation findings.
Successfully resolved a long-standing OFCCP audit for a research and training hospital where OFCCP made preliminary discrimination findings on the basis of race and gender in hiring and compensation.
Secured a favorable settlement for a top 10 technology company in response to a systemic discrimination charge by the CRD alleging discrimination in connection with leaves of absence.
Successfully represented a social networking platform in a significant statewide systemic discrimination investigation by the CRD, which closed after several years with no adverse findings.
Successfully obtained dismissals of several California Civil Rights Department complaints against a multinational retailer involving background check systemic discrimination claims.
Successfully assisted a client in obtaining dismissal of a complaint filed by the Florida State Attorney General alleging a national retailer’s corporate DEI Initiatives were resulting in systemic discrimination against non-minorities.
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DOJ Civil Rights Division Systemic Investigations
OFCCP Audits and Litigation
The California Civil Rights Department (CRD) and State Attorney General
EEOC Systemic Investigations
EEOC Systemic Investigations
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OUR RECORD
Systemic discrimination investigations by government agencies are on the rise, and they are bigger and more expansive than ever. The EEOC, OFCCP, DOJ, and state agencies, such as the California Civil Rights Department (CRD) and the New York State Division of Human Rights, all have authority to conduct systemic discrimination investigations (or audits).
Systemic discrimination investigations brought by the EEOC, OFCCP, DOJ and state agencies continue to increase in size and scope.
If the government concludes systemic discrimination has occurred, and the company does not agree to the government’s settlement demands, these agencies can pursue systemic discrimination litigation – often accompanied by a press release or press conference, where the government portrays the company culture as infected with pervasive discrimination or harassment – the norm, not the exception. And while there are some similarities between discrimination class actions filed by private counsel and systemic discrimination claims filed by the government, the stakes are much higher when faced with a government opponent.
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The Future of OFCCP: From Legal Challenges to Policy Realignment
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