On March 18, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) filed a petition in the Southern District of Florida asking a federal judge to compel home appliance repair company Nisi-FL Inc. to comply with an administrative subpoena. The case, EEOC v. NISI-FL Inc., No. 0:26-mc-60794 (S.D. Fla.), is a useful illustration of one of the enforcement tools the EEOC has at its disposal when it believes an employer is not voluntarily cooperating with an investigation.

The underlying charge was filed in August 2024 by a former human resources assistant who alleged she was instructed by a supervisor not to refer Black applicants for hire and to refer only White or Korean applicants instead. The charge also alleged that other Nisi employees received similar instructions to discriminate in hiring based on sex, age, and race, and that the charging party was ultimately terminated in retaliation for complaining.

During its investigation, the EEOC first requested a position statement and issued a Request for Information through its respondent portal. According to the EEOC's filings, Nisi missed multiple deadlines and did not provide the requested information despite repeated extensions. After these voluntary efforts failed, the EEOC exercised its authority under Section 710 of Title VII, 42 U.S.C. § 2000e-9, to issue an administrative subpoena in March 2025. Nisi partially responded but, according to the EEOC, still did not fully comply. The EEOC further argued that Nisi waived all objections by never petitioning the agency to revoke or modify the subpoena within the required five-day window.

The key takeaway for employers is this: when the EEOC investigates a charge of discrimination, it has broad statutory authority to demand relevant records, and cooperation is not optional. If an employer does not voluntarily provide the information the EEOC requests, the agency can issue an administrative subpoena and, if the employer still does not comply, petition a federal court to enforce it. Courts apply a deferential standard in these proceedings, enforcing the subpoena unless the employer can show it is too indefinite, was issued for an illegitimate purpose, or imposes an undue burden. Employers who receive an EEOC subpoena should take it seriously, respond promptly, and consult with experienced employment counsel to ensure they are meeting their obligations while preserving any valid objections through the proper administrative channels.