Equal Employment Opportunity Commission v. Aon Consulting, Inc.

**EEOC Investigation into Aon Consulting's Employment Tests** The Equal Employment Opportunity Commission (EEOC) was investigating Aon Consulting, Inc. for possible discrimination in their hiring practices. The EEOC suspected that the company's employment tests might be unfairly screening out certain groups of job applicants. To complete their investigation, the EEOC needed to examine Aon's testing materials, validation studies, and related documents. However, Aon was refusing to hand over these materials. The court sided with the EEOC and ordered Aon to provide the requested documents. However, the judge set specific conditions: the documents must be kept confidential during the investigation, and the EEOC must return all materials within 180 days after their investigation ends. **What This Means for Workers:** This ruling reinforces that employers cannot hide behind claims of confidentiality when facing discrimination investigations. If you believe your employer uses unfair hiring tests or practices, the EEOC has the legal power to demand evidence from companies. While employers can request privacy protections for their business materials, they cannot completely refuse to cooperate with discrimination investigations. This helps ensure that workers have meaningful protection against unfair employment practices.