When President Lyndon Johnson enacted the Civil Rights Act of 1964 and set up the Equal Employment Opportunity Commission (EEOC), he talked about the ongoing pursuit of justice. Fast forward several decades, and the agency now seems to be misusing obscure regulations, overlooking common sense, and withholding crucial information from the public. A striking case in California underscores the urgent need for reforms.
In 2017, Aaron Steed and his business, Meathead Movers, faced a hefty $15 million fine from the EEOC over vague allegations of “age discrimination.” When Steed attempted to voice his concerns, the federal government sought to silence him with a gag order.
Starting in 1997 as a modest family-run operation, Meathead Movers has grown to become California’s largest independent moving company, employing more than 300 individuals. The business is rooted in a culture of personal accountability and excellence, highlighted by a unique practice of having employees in and out of trucks when not hauling furniture. This workplace fosters skill-building and discipline among young workers. For Steed, the key hiring factor has always been a person’s ability to do the job.
Yet, this hasn’t deterred the federal government from launching aggressive actions against him.
It’s as if the real victims are absent from the complaint. The EEOC appears more focused on penalizing the company to instill a culture of energy, hard work, and fitness, all while attempting to shield these actions from public view.
“The EEOC demands we pay a sum that we simply can’t afford for something we didn’t do,” Steed remarked. “Nobody came forward saying, ‘Meathead Movers discriminated against me.’ ”
Steed finds himself trapped in a bureaucratic machine, with some officials having been there since the Obama administration.
Andrea Lucas, appointed by President Trump and recently reaffirmed as EEOC acting chair, has publicly rejected an aggressive expansion known as “equitable enforcement.” While her statement suggests a step back toward rationality at the top, the EEOC continues to manipulate laws, ostensibly targeting compliant employers like Meathead Movers, and seeks to operate behind closed doors amid calls for greater transparency.
In Steed’s ongoing situation, he hired staff for physically intensive roles. Notably, there seems to be no complaints from employees or the public about him. After eight years of investigations initiated during the Obama administration, the EEOC has opted for an uncommon “agency-initiated” lawsuit. Out of thousands of cases handled annually, very few are pursued this way.
This situation raises significant concerns. If no complaints exist and if hiring is based on the realistic physical job requirements, what’s really driving this case?
In March, the Goldwater Institute sought a public record regarding the complaint. They asked questions like: Was there an actual complaint? Is the EEOC treating other companies similarly? The agency declined to release basic information, citing privacy issues. Yet, privacy applies to individuals, while transparency is essential for government functions. The Goldwater Institute isn’t after any personal sensitive details. They resorted to suing in federal court after the EEOC failed to comply with information requests mandated by law.
The government shouldn’t be allowed to maintain secrecy while undermining exemplary small businesses. Americans have a right to understand why federal officials are targeting these commendable Californian companies. Furthermore, Aaron Steed, who has built his business responsibly, deserves the right to defend himself openly.
The EEOC isn’t transparent about its operations, prompting legal efforts to compel the necessary disclosure mandated by law.
