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EEOC RIN: 3046-AB16 Publication ID: Fall 2019 
Title: ●Joint Employer Status Under the Federal Equal Employment Opportunity Statutes 
Abstract:

The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal employment discrimination laws (the federal EEO laws) including title VII of the Civil Rights Act, the Equal Pay Act, the Age Discrimination in Employment Act, sections 501 and 505 of the Rehabilitation Act, title I of the Americans with Disabilities Act, and title II of the Genetics Information Nondiscrimination Act.  These amendments explain the EEOC's interpretation of when an entity qualifies as a joint employer based on the definitions of the statutory terms "employee" and/or "employer" under the federal EEO laws. 

 
Agency: Equal Employment Opportunity Commission(EEOC)  Priority: Other Significant 
RIN Status: First time published in the Unified Agenda Agenda Stage of Rulemaking: Proposed Rule Stage 
Major: No  Unfunded Mandates: No 
EO 13771 Designation: Other 
CFR Citation: 29 CFR 1601.3    29 CFR 1620.8    29 CFR 1625.1    29 CFR 1630.2    29 CFR 1635.2   
Legal Authority: 42 U.S.C. 2000e to 2000e-17    29 U.S.C. 621 to 634    42 U.S.C. 12101 to 12117    42 U.S.C. 2000ff to 2000ff-11    sec. 1-19, 52 Stat.1060, as amended, sec.10, 61 Stat. 84    Pub. L. 88-38, 77 Stat. 56 (29 U.S.C. 201 et seq.)    sec. 1, Reorg Plan No. 1 of 1978, 43 FR 19807    E.O. 12144, 44 FR 37193    ...   
Legal Deadline:  None

Statement of Need:

The proposed amendment will clarify when an entity is covered under the federal EEO laws as a joint employer, and consolidate the EEOC's position on the topic to regulatory locations that are easier for the public to find.

Summary of the Legal Basis:

Section 9 of the Age Discrimination in Employment Act of 1967 authorizes the EEOC to issue "rules and regulations as it may consider necessary or appropriate"; section 106 of the Americans with Disabilities Act of 1990 authorizes the EEOC to issue regulations under title I of the statute; section 211 of the Genetic Information Nondiscrimination Act of 2008 authorizes the EEOC to issue regulations under title II of that statute; section 706 of title VII of the Civil Rights Act of 1964 empowers the EEOC to enforce that subchapter; Reorganization Plan 1 of 1978 assigns to the EEOC the responsibility of administering the Equal Pay Act of 1963.   

Alternatives:

The EEOC will consider all alternatives offered by public commenters.

Anticipated Costs and Benefits:

The clarification of joint employer status will not impose any regulatory costs on employers or charging parties.  The amendment, however, will provide a net benefit to stakeholders by clarifying when an entity is covered under federal EEO law because of its status as a joint employer.

Risks:

The proposed amendment does not pose risks to the public health, safety, or to the environment.

Timetable:
Action Date FR Cite
NPRM  12/00/2019 
NPRM Comment Period End  02/00/2020 
Regulatory Flexibility Analysis Required: No  Government Levels Affected: Federal, Local, State 
Small Entities Affected: Businesses, Governmental Jurisdictions, Organizations  Federalism: No 
Included in the Regulatory Plan: Yes 
RIN Information URL: www.eeoc.gov   Public Comment URL: www.regulations.gov  
RIN Data Printed in the FR: No 
Agency Contact:
Christopher Kuczynski
Assistant Legal Counsel, Office of Legal Counsel
Equal Employment Opportunity Commission
131 M Street NE,
Washington, DC 20507
Phone:202 663-4665
TDD Phone:202 663-7026
Fax:202 653-6034
Email: christopher.kuczynski@eeoc.gov

Errnest Haffner
Senior Attorney Advisor
Equal Employment Opportunity Commission
131 M Street NE,
Washington, DC 20507
Phone:202 663-4644
Fax:202 653-6034
Email: ernest.haffner@eeoc.gov