Guidance on EEO-1 Reporting Obligations Expected April 3
Client Alert | 1 min read | 03.20.19
A March 4, 2019 ruling by the U.S. District Court for the District of Columbia reinstating the EEO-1 compensation reporting obligations has left employers in limbo as the current May 31, 2019 filing deadline fast approaches. The EEOC opened its online EEO-1 portal on March 18th without including the compensation reporting requirements, and issued a statement saying simply that it is “working diligently on next steps” in response to the court’s ruling. Unsatisfied with that response, and recognizing the burden that the revised data collection would place on employers, Judge Tanya S. Chutkan ruled yesterday that the EEOC and OMB have until April 3, 2019 to inform employers of the timing and scope of their reporting obligations.
Stay tuned for further updates, as we will provide additional information about this key reporting obligation when it becomes available.
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Client Alert | 3 min read | 11.21.25
On November 7, 2025, in Thornton v. National Academy of Sciences, No. 25-cv-2155, 2025 WL 3123732 (D.D.C. Nov. 7, 2025), the District Court for the District of Columbia dismissed a False Claims Act (FCA) retaliation complaint on the basis that the plaintiff’s allegations that he was fired after blowing the whistle on purported illegally discriminatory use of federal funding was not sufficient to support his FCA claim. This case appears to be one of the first filed, and subsequently dismissed, following Deputy Attorney General Todd Blanche’s announcement of the creation of the Civil Rights Fraud Initiative on May 19, 2025, which “strongly encourages” private individuals to file lawsuits under the FCA relating to purportedly discriminatory and illegal use of federal funding for diversity, equity, and inclusion (DEI) initiatives in violation of Executive Order 14173, Ending Illegal Discrimination and Restoring Merit-Based Opportunity (Jan. 21, 2025). In this case, the court dismissed the FCA retaliation claim and rejected the argument that an organization could violate the FCA merely by “engaging in discriminatory conduct while conducting a federally funded study.” The analysis in Thornton could be a sign of how forthcoming arguments of retaliation based on reporting allegedly fraudulent DEI activity will be analyzed in the future.
Client Alert | 3 min read | 11.20.25
Client Alert | 3 min read | 11.20.25
Client Alert | 6 min read | 11.19.25
