President Donald Trump elevated Andrea Lucas to chair of the U.S. Equal Employment Alternative Fee in a long-anticipated transfer, the EEOC introduced Thursday.
Lucas has served as performing chair of the company since January. Trump renominated Lucas to EEOC in March, and the U.S. Senate confirmed her for a brand new time period starting July 31 and ending in July 2030.
“Below the Trump Administration, the Fee has made important progress advancing its core mission to uphold our nation’s civil rights legal guidelines and defend American staff by means of constant, efficient enforcement,” Lucas mentioned in EEOC’s assertion. “As Chair, I stay dedicated to imposing the regulation evenhandedly, advancing equal alternative, and upholding merit-based, colorblind equality in America’s workplaces.”
The information comes practically a month after the Senate confirmed legal professional Brittany Panuccio to a spot on the fee, restoring the company’s quorum. EEOC’s operations are totally on maintain as a result of ongoing authorities shutdown, however it’s anticipated to maneuver quick on points such because the revocation of its Biden-era office harassment steerage in addition to its laws implementing the Pregnant Employees Equity Act.
Lucas’ first months main the company marked a pointy decline in EEOC’s litigation exercise, in keeping with a current evaluation by regulation agency Seyfarth Shaw. In all, the agency discovered that the fee filed solely 93 lawsuits within the final fiscal 12 months, in comparison with 111 one 12 months prior and 143 in its 2023 fiscal 12 months.
However the newly elevated chair has been vocal in regards to the company’s new method beneath the Trump administration. Lucas’ affect is especially seen in EEOC’s shift on range, fairness and inclusion.
The fee printed paperwork in March outlining its definition of “illegal” DEI and the way the fee plans to evaluate whether or not employers’ DEI applications are discriminatory. Across the similar time, Lucas despatched letters to twenty giant regulation companies requesting details about their applications.
EEOC’s litigation additionally has continued, although the company deserted sure instances and enforcement efforts, together with these involving gender identification and disparate influence. Advocates have filed lawsuits difficult the company’s shift on these two subjects and, in some instances, moved to salvage lawsuits initially introduced by EEOC on behalf of plaintiffs.
