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Interested in Working As an Independent Contractor? Let’s work together Art of Resolution is looking for independent contractors (ICs) to join our team of skilled EEO professionals.  An IC  in the Equal Employment Opportunity (EEO) field is a trained professional who provides investigation or counseling services on a contract basis. ICs operate independently, manage their…

Leaving Federal Service? Your EEO Experience Still Has Power. If you’re a federal employee facing retirement or transition—especially from the EEO field—know this: your career doesn’t have to end when your service does. You’ve spent years becoming more proficient in your area of expertise. Your knowledge and skills are deeply needed, now more than ever….

Supreme Court in Ames v. Ohio: Title VII Applies Equally to All Today’s unanimous Supreme Court decision in Ames v. Ohio Department of Youth Services affirms a principle long understood by Federal-sector EEO professionals: there is no such thing as “reverse” discrimination—there is only discrimination. The Court rejected the Sixth Circuit’s “background circumstances” requirement, which imposed a…

The Crucial Role of Comparators in Disparate Treatment Cases – Part 2 Part 2 of our comparator analysis dives into an EEOC decision that illustrates the real-world impact of effective comparator data. Case Study: EEOC Appeal No. 0120151282 In this case, the complainant, an African American GS-8 Senior Officer Specialist, was denied training opportunities. The…

Comparators in Federal EEO Disparate Treatment Cases: How to Identify and Use Them Effectively The Crucial Role of Comparators in Disparate Treatment Cases In federal sector equal employment opportunity (EEO) complaints, few elements are as vital—and as complex—as comparators in disparate treatment claims. At its core, a disparate treatment allegation asserts that an individual was…

On April 15, 2024, the EEOC issued it’s final regualtion on the Pregnant Workers Fairness Act.  Read EEOC’s press release here.  Read the final rule here.  

On April 29, 2024, EEOC issued Enforcement Guidance on Harassment in the Workplace. The guidance replaces Compliance Manual Section 615: Harassment (1987); Policy Guidance on Current Issues of Sexual Harassment (1990); Policy Guidance on Employer Liability under Title VII for Sexual Favoritism (1990); Enforcement Guidance on Harris v. Forklift Sys., Inc. (1994); and Enforcement Guidance…

In Groff v. DeJoy, a unanimous Court reevaluated its precedent and announced a new rule: to deny a religious accommodation, an employer must show that the burden of accommodation “is substantial in the overall context of an employer’s business.” Click here for an overview of the case.