Constangy partner Cara Crotty was quoted in an April 28 SHRM article on the OFCCP’s release of EEO-1 data and how it affects federal contractors.
The article discusses how the data could potentially be misused. Crotty explains how "[t]here are 10 different occupational categories, and all employees must fit into one of these broad groups. Thus, groups of nonsimilar and incredibly divergent jobs end up combined together, even though there is no reasonable basis for considering them similarly situated. Drawing conclusions based on demographics from one of these groups can therefore be misleading,".
Crotty advises employers on ways to avoid litigation and has defended employers in cases involving virtually every aspect of the employment relationship, including discrimination, harassment, and retaliation claims, and various other federal and state law claims. She also represents federal contractors covered by Executive Order 11246, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans’ Readjustment Assistance Act in their affirmative action compliance obligations by assisting with Plan preparation, completion of EEO-1 and VETS-4212 Reports, and defending compliance evaluations. Crotty also prepares privileged compensation and pay equity analyses for organizations examining their pay practices.
To access the article online, click here.