EEOC.
Equal Employment Opportunity Commission (INDEPENDENT). No published AI policy for representative practice as of May 2026 (EEOC has separate AI guidance for employer hiring use under Title VII / ADA, not on this page).
EEOC AI policy status. #
The EEOC investigates employment discrimination charges and adjudicates federal-sector EEO complaints through its Office of Federal Operations. Representative practice (by complainants' attorneys, agency counsel, and union reps) operates within the EEOC's procedural regulations (29 CFR Parts 1614, 1626). As of May 2026, no published AI policy applies to representative AI use in EEOC proceedings. (EEOC has separate substantive guidance for employer use of AI in hiring, which is distinct from practitioner conduct rules and is not within scope of this page.)
Authoritative source: https://www.eeoc.gov/
Last verified: . If this row text disagrees with the linked source, the source controls.
Why EEOC matters. #
Federal-sector EEO practice is volume-heavy and increasingly AI-assisted, particularly in evidence analysis and brief drafting. Private-sector charge investigation is conducted by EEOC investigators; representation at the formal hearing stage involves AI-relevant practice questions.
Practice implications. #
In the absence of EEOC-specific guidance for representative AI use, practitioners should default to ABA Op. 512 and applicable state-bar guidance. Verification duty is universal. Distinguish carefully between EEOC's substantive AI guidance for employers (which addresses Title VII / ADA exposure for AI hiring tools) and the absence of guidance for practitioner AI use in EEOC proceedings.