[Unified Agenda of Federal Regulations]
[Equal Employment Opportunity Commission Semiannual Regulatory Agenda
]
[From the U.S. Government Printing Office, www.gpo.gov]


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Part XXIII




 
Equal Employment Opportunity Commission





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Semiannual Regulatory Agenda


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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)                         
  
  
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

29 CFR Ch. XIV

Semiannual Regulatory Agenda

AGENCY: Equal Employment Opportunity Commission.

ACTION: Semiannual regulatory agenda.

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SUMMARY: The Equal Employment Opportunity Commission is publishing its 
semiannual regulatory agenda pursuant to Executive Order 12866, 58 FR 
51735, and the Regulatory Flexibility Act, 5 U.S.C. chapter 6. The 
agenda contains all regulations which are scheduled for review or 
development during the next 12 months.

FOR FURTHER INFORMATION CONTACT: Irene L. Hill, Assistant Legal Counsel 
for Coordination, Office of the Legal Counsel, Equal Employment 
Opportunity Commission, 1801 L Street NW., Washington, DC 20507; 
telephone (202) 663-4689.

SUPPLEMENTARY INFORMATION: The Commission identified nine current and 
projected rulemakings for inclusion in the agenda. Two have been 
published as ANPRMs. Four have been published as NPRMs. Three are 
currently under development or review by Commission staff.

Signed in Washington, DC, this 16th day of February 1994.

For the Commission.

Tony E. Gallegos,

Chairman. 

                                                 Prerule Stage                                                  
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                                                                                                     Regulation 
 Sequence                                           Title                                            Identifier 
 Number                                                                                                Number   
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4102        Early Retirement Plans................................................................    3046-AA36 
4103        Possible Revisions to Interpretations Relating to Benefits Under Employee Benefit                   
            Plans.................................................................................    3046-AA37 
4104        Alternatives for Interpreting the Relationship Between Title I of the Americans With                
            Disabilities Act (ADA) and the National Labor Relations Act (NLRA)....................   3046-AA49  
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                                              Proposed Rule Stage                                               
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                                                                                                     Regulation 
 Sequence                                           Title                                            Identifier 
 Number                                                                                                Number   
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4105        Procedures for Handling Complaints of Employment Discrimination Under the Government                
            Employee Rights Act of 1991...........................................................    3046-AA45 
4106        Procedures--the Age Discrimination in Employment Act..................................   3046-AA50  
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                                                Final Rule Stage                                                
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                                                                                                     Regulation 
 Sequence                                           Title                                            Identifier 
 Number                                                                                                Number   
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4107        Pension Accruals and Contributions Under ADEA.........................................    3046-AA31 
4108        Procedures for Handling Complaints of Employment Discrimination on the Basis of                     
            Disability Filed Under the Americans with Disabilities Act and the Rehabilitation Act               
            of 1973...............................................................................    3046-AA42 
4109        Discrimination Because of Religion Under Title VII of the Civil Rights Act of 1964, as              
            Amended...............................................................................    3046-AA47 
4110        Guidelines on Harassment Based on Race, Color, Religion, Gender, National Origin, Age,              
            or Disability.........................................................................   3046-AA48  
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)            Prerule Stage
  
  
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4102. EARLY RETIREMENT PLANS

Significance:
Regulatory Plan entry: Undetermined

Legal Authority:  29 USC 628

CFR Citation:  Not yet determined

Legal Deadline: None

Abstract: The ADEA prohibits discrimination on the basis of age with 
respect to an employee's compensation, terms, conditions, or privileges 
of employment. In light of recent amendments to the ADEA and several 
cases dealing with early retirement, questions have arisen regarding 
the legality of early retirement plans in general and of specific 
plans. Since the use of early retirement has expanded greatly in recent 
years, the Commission deems it appropriate to consider the issuance of 
regulatory guidance in the area. The ANPRM seeks comment on issues such 
as voluntariness, plan structuring and eligibility to participate. The 
Commission is reassessing this project in light of the Supreme Court's 
decision in Public Employees Retirement System of Ohio v. Betts, 492 
U.S. 158 (1989), and the enactment of the Older Workers Benefit 
Protection Act, Pub. L. 101-433 (Oct. 16, 1990).

Timetable:
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Action                            Date                      FR Cite

_________________________________________________________________________

ANPRM                           07/15/88                    53 FR 26789
ANPRM Comment Period End        10/13/88


Next Action Undetermined

Small Entities Affected: Undetermined

Government Levels Affected: Undetermined

Agency Contact: Joseph N. Cleary, Assistant Legal Counsel, Office of 
Legal Counsel, Equal Employment Opportunity Commission, 1801 L Street 
NW., Washington, DC 20507, 202 663-4690

RIN: 3046-AA36
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)            Prerule Stage
  
  
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4103. POSSIBLE REVISIONS TO INTERPRETATIONS RELATING TO BENEFITS UNDER 
EMPLOYEE BENEFIT PLANS

Significance:
Regulatory Plan entry: Undetermined

Legal Authority:  29 USC 628

CFR Citation:  29 CFR 1625.10

Legal Deadline: None

Abstract: The current interpretive regulations at 29 CFR 1625.10 were 
framed in 1979. Since that time the ADEA has been amended in a manner 
that necessitates considering revisions to the regulations, for 
example, the lifting of the age 70 cap. Accordingly, the Commission 
requested public comment to determine whether revisions are necessary 
and, if so, the nature and scope of any such revision. The continuing 
viability of this project is being assessed in light of the Supreme 
Court's decision in Public Employees Retirement System of Ohio v. 
Betts, 492 U.S. 158 (1989), and the enactment of the Older Workers 
Benefit Protection Act, Pub. L. 101-433 (Oct. 16, 1990).

Timetable:
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Action                            Date                      FR Cite

_________________________________________________________________________

ANPRM                           07/15/88                    53 FR 26788
ANPRM Comment Period End        10/13/88


Next Action Undetermined

Small Entities Affected: Undetermined

Government Levels Affected: Undetermined

Agency Contact: Joseph N. Cleary, Assistant Legal Counsel, Office of 
Legal Counsel, Equal Employment Opportunity Commission, 1801 L Street 
NW., Washington, DC 20507, 202 663-4690

RIN: 3046-AA37
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)            Prerule Stage
  
  
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4104.  ALTERNATIVES FOR INTERPRETING THE RELATIONSHIP BETWEEN 
TITLE I OF THE AMERICANS WITH DISABILITIES ACT (ADA) AND THE NATIONAL 
LABOR RELATIONS ACT (NLRA)

Significance:
Subject to OMB review: Undetermined
Economically significant: Undetermined
Regulatory Plan entry: Undetermined

Legal Authority:  42 USC 12101 et seq

CFR Citation:  29 CFR 1630

Legal Deadline: None

Abstract: The Commission proposes to amend its regulations and appendix 
implementing title I of the Americans with Disabilities Act (ADA), 29 
CFR 1630 et seq., to explain how the Commission views the role of 
collective bargaining in the provision of a reasonable accommodation 
required by title I. An advance notice of proposed rulemaking will 
present, for public comment, various alternatives for interpreting the 
relationship between title I and the National Labor Relations Act 
(NLRA) with respect to the confidentiality requirements of title I, and 
the provision of a reasonable accommodation that is inconsistent with 
the terms of a collective bargaining agreement. After consideration of 
the comments received in response to the ANPRM, the Commission will 
publish the alternatives selected as a notice of proposed rulemaking.

Timetable:
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Action                            Date                      FR Cite

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ANPRM                           00/00/00

Small Entities Affected: Undetermined

Government Levels Affected: Undetermined

Agency Contact: Irene L. Hill, Assistant Legal Counsel, Coordination 
Division, Equal Employment Opportunity Commission, 1801 L Street NW., 
Washington, DC 20507, 202 663-4689

RIN: 3046-AA49
_______________________________________________________________________
  

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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)      Proposed Rule Stage
  
  
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4105. PROCEDURES FOR HANDLING COMPLAINTS OF EMPLOYMENT DISCRIMINATION 
UNDER THE GOVERNMENT EMPLOYEE RIGHTS ACT OF 1991

Significance:
Subject to OMB review: Yes
Regulatory Plan entry: Undetermined

Legal Authority:  2 USC 1219 to 1220 Government Employee Rights Act of 
1991; 42 USC 2000e et seq Title VII of the Civil Rights Act; 29 USC 621 
et seq Age Discrimination in Employment Act; 42 USC 12112 to 12114 
Americans with Disabilities Act

CFR Citation:  29 CFR 1603

Legal Deadline: None

Abstract: Under title VII of the Civil Rights Act of 1964, the ADEA and 
the ADA, certain staff members of State and local elected officials 
were exempt from protection against employment discrimination. Section 
321 of the Government Employee Rights Act of 1991 extends employment 
discrimination protections to the employment of persons who have been 
chosen or appointed by a State or local elected public official to 
serve on his or her personal staff, to serve the elected official on 
the policy-making level, or to serve as an immediate advisor with 
respect to the exercise of the constitutional or legal powers of the 
official's office. Section 320 of the Government Employee Rights Act of 
1991 extends protections to certain presidential appointees who were 
not otherwise protected under the ADEA or the ADA. Section 320 does not 
cover individuals whose appointment is made by and with the advice and 
consent of the Senate, advisory committee members or members of the 
uniformed services.
These are procedural regulations for processing such complaints of 
discrimination by previously exempt or uncovered individuals.

Timetable:
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Action                            Date                      FR Cite

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NPRM                            00/00/00

Small Entities Affected: Governmental Jurisdictions

Government Levels Affected: State, Local, Federal

Agency Contact: Thomas J. Schlageter, Assistant Legal Counsel, Office 
of Legal Counsel, Equal Employment Opportunity Commission, 1801 L 
Street NW., Washington, DC 20507, 202 663-4669

RIN: 3046-AA45
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)      Proposed Rule Stage
  
  
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4106.  PROCEDURES--THE AGE DISCRIMINATION IN EMPLOYMENT ACT

Significance:
Regulatory Plan entry: Undetermined

Legal Authority:  29 USC 628, sec 115, Civil Rights Act of 1991

CFR Citation:  29 CFR 1626

Legal Deadline: None

Abstract: Section 115 of the Civil Rights Act of 1991 deleted 
references to the Portal to Portal Act from the private suit provisions 
of the ADEA and replaced them with a requirement that suit be filed no 
later than 90 days after termination of proceedings or dismissal of a 
charge by EEOC. Accordingly, section 1626.7(a) is being deleted and 
section 1626.15(b) is being revised because they were both based upon 
the Portal to Portal Act. New sections 1626.17 and 1626.18 are being 
added concerning termination of EEOC proceedings and the issuance of 
notices of the new 90-day limitations period.

Timetable:
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Action                            Date                      FR Cite

_________________________________________________________________________

NPRM                            06/00/94

Small Entities Affected: None

Government Levels Affected: None

Sectors Affected:  None

Agency Contact: Thomas J. Schlageter, Assistant Legal Counsel, Equal 
Employment Opportunity Commission, 1801 L Street NW., Washington, DC 
20507, 202 663-4669

RIN: 3046-AA50
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)         Final Rule Stage
  
  
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4107. PENSION ACCRUALS AND CONTRIBUTIONS UNDER ADEA

Significance:
Regulatory Plan entry: Undetermined

Legal Authority:  29 USC 628 The Age Discrimination in Employment Act 
of 1967; PL 99-509, Sec 9204

CFR Citation:  29 CFR 1625.10

Legal Deadline:  Final, Statutory, February 1, 1988.
Rule will be completed when the Department of the Treasury completes 
its regulatory review.

Abstract: Regulations, as may be necessary, to carry out congressional 
enactments regarding pension accruals and contributions under ADEA.

Timetable:
_________________________________________________________________________

Action                            Date                      FR Cite

_________________________________________________________________________

NPRM                            11/27/87                    52 FR 45360
Final Action                    00/00/00

Small Entities Affected: Undetermined

Government Levels Affected: Undetermined

Agency Contact: Joseph N. Cleary, Assistant Legal Counsel, Office of 
Legal Counsel, Equal Employment Opportunity Commission, 1801 L Street 
NW., Washington, DC 20507, 202 663-4690

RIN: 3046-AA31
_______________________________________________________________________


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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)         Final Rule Stage
  
  
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4108. PROCEDURES FOR HANDLING COMPLAINTS OF EMPLOYMENT DISCRIMINATION ON 
THE BASIS OF DISABILITY FILED UNDER THE AMERICANS WITH DISABILITIES ACT 
AND THE REHABILITATION ACT OF 1973

Significance:
Regulatory Plan entry: Undetermined

Legal Authority:  42 USC 12101 et seq; PL 101-336 The Americans with 
Disabilities Act (ADA)

CFR Citation:  Not yet determined

Legal Deadline:  Final, Statutory, January 26, 1992.

Abstract: Section 107(b) of the ADA requires that agencies with 
enforcement authority for actions which allege employment 
discrimination under the ADA and section 504 of the Rehabilitation Act 
of 1973 must develop procedures that ensure that administrative 
complaints filed under the ADA or the Rehabilitation Act are processed 
in a manner which avoids duplication of effort and prevents the 
imposition of inconsistent or conflicting standards by EEOC and the 
Department of Justice.
These regulations will contain procedures and standards to ensure that 
complaints are processed in an effective manner, and that consistent 
standards are applied to the same requirements imposed by both 
statutes.

Timetable:
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Action                            Date                      FR Cite

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NPRM                            04/21/92                    57 FR 14630
Final Action                    00/00/00

Small Entities Affected: Undetermined

Government Levels Affected: Undetermined

Agency Contact: Elizabeth M. Thornton, Acting Legal Counsel, Office of 
Legal Counsel, Equal Employment Opportunity Commission, 1801 L Street 
NW., Washington, DC 20507, 202 663-4689

RIN: 3046-AA42
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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)         Final Rule Stage
  
  
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4109. DISCRIMINATION BECAUSE OF RELIGION UNDER TITLE VII OF THE CIVIL 
RIGHTS ACT OF 1964, AS AMENDED

Significance:
Subject to OMB review: Yes
Regulatory Plan entry: Undetermined

Legal Authority:  42 USC 2000e Title VII, Civil Rights Act of 1964 as 
amended

CFR Citation:  29 CFR 1605

Legal Deadline: None

Abstract: The Equal Employment Opportunity Commission is proposing a 
revision to section 1605.2(c)(2) of its Guidelines on Discrimination 
Because of Religion. These revisions will reflect Supreme Court 
precedent in Ansonia Board of Education v. Philbrook 479 U.S. 60 (1986) 
on religious accommodation. If adopted, this revision will clarify an 
employer's duty of religious accommodation and will prevent an employee 
or prospective employee from being discriminated against and 
unnecessarily penalized because of his or her religious practices.

Timetable:
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Action                            Date                      FR Cite

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NPRM                            09/25/93                    58 FR 49456
NPRM Comment Period End         11/22/93
Final Action                    00/00/00

Small Entities Affected: None

Government Levels Affected: None

Agency Contact: Dianna B. Johnston, Assistant Legal Counsel, Equal 
Employment Opportunity Commission, 1801 L Street NW., Washington, DC 
20507, 202 663-4679

RIN: 3046-AA47
_______________________________________________________________________


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EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)         Final Rule Stage
  
  
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4110. GUIDELINES ON HARASSMENT BASED ON RACE, COLOR, RELIGION, GENDER, 
NATIONAL ORIGIN, AGE, OR DISABILITY

Significance:
Subject to OMB review: Yes
Regulatory Plan entry: Undetermined

Legal Authority:  42 USC 2000e; Title VII of the Civil Rights Act of 
1964, as amended; 29 USC 701 et seq; Rehabilitation Act of 1973, as 
amended; 29 USC 621 et seq; The Age Discrimination in Employment Act of 
1967, as amended; 42 USC 12101 et seq; The Americans with Disabilities 
Act, as amended

CFR Citation:  29 CFR 1609

Legal Deadline: None

Abstract: The Equal Employment Opportunity Commission is planning to 
issue guidelines covering harassment that is based upon race, color, 
religion, gender (excluding harassment that is sexual in nature), 
national origin, age, or disability. The Commission has determined that 
it would be useful to have consolidated guidelines that set forth the 
standards for determining whether conduct in the workplace constitutes 
illegal harassment under various antidiscrimination statutes.

Timetable:
_________________________________________________________________________

Action                            Date                      FR Cite

_________________________________________________________________________

NPRM                            10/01/93                    58 FR 51266
NPRM Comment Period End         11/30/93
Final Action                    00/00/00

Small Entities Affected: None

Government Levels Affected: None

Agency Contact: Dianna B. Johnston, Assistant Legal Counsel, Equal 
Employment Opportunity Commission, 1801 L Street NW., Washington, DC 
20507, 202 663-4679

RIN: 3046-AA48
[FR Doc. 94-5344 Filed 04-22-94; 8:45 am]
BILLING CODE 6570-06-F
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