©2026 Seyfarth Shaw LLP EEOC-INITIATED LITIGATION: 2026 EDITION | 38 EEOC v. NASG Realty, LLC d/b/a North American Stamping Group, Case No. 3:25-cv-00066 (M.D. Tenn. 2025): The EEOC sued the defendant under Title VII alleging since at least 2018, it engaged in a pattern or practice of discrimination by failing to hire and promote females to higher-paying production roles that have traditionally been held by men and by subjecting female employees to a sexually hostile work environment. EEOC v. Allegiance Health Management, Inc. et al., Case No. 2:25-cv-00069 (W.D. La. 2025): The EEOC brought this action against the defendants pursuant to the ADA. Specifically, the EEOC claims from about 2018 until March 2021, at some or all healthcare facilities operated by Allegiance Health, defendants subjected a class of individuals to disability-related inquiries before an offer of employment had been made. The EEOC further claims since at least 2018, at some or all of defendants’ healthcare facilities, defendants subjected a class of individuals to disability-related inquiries after hiring, and required some or all employees working at Byrd Regional Hospital to complete a questionnaire on an ongoing basis that contains disability-related inquiries. Finally, the EEOC alleges since at least 2017, defendants have maintained an inflexible leave policy that does not provide for reasonable accommodation of qualified individuals with disabilities and causes the termination of their employment. EEOC v. Bellsouth Telecommunications, LLC d/b/a AT&T, Case No. 2:25-cv-00137 (E.D. La. 2025): The EEOC alleges that, since at least September 1, 2025, AT&T has engaged in unlawful employment practices in violation of the ADA by utilizing standards, criteria, and methods of administration that have the effect of disability discrimination and by using qualification standards, employment tests, and other selection criteria that screen out individuals with disabilities. EEOC v. TCI of Alabama, LLC, Case No. 4:25-cv-00089 (N.D. Ala.): In a Title VII action, the EEOC alleges since at least August 1, 2020, the defendant has intentionally failed to recruit and has denied employment to a class of female individuals available to accept laborer positions at its Pell City, Alabama plant because of their sex, which constitutes a pattern or practice of sex-based recruitment and hiring discrimination. In light of the Senate’s October 7, 2025 confirmation of Brittany Panuccio as the EEOC’s third commissioner— restoring the EEOC’s quorum—employers can expect an uptick in large-scale, high‑impact, and high-profile investigations and cases in FY 2026 that address the issues identified as administration priorities.
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