On March 31, 2026, U.S. District Judge Gerald J. Pappert ordered the University of Pennsylvania to comply with a subpoena from the Equal Employment Opportunity Commission (EEOC) demanding the names and contact information of Jewish faculty and staff members.[1][2] The judge ruled that Penn must provide this information by May 1, 2026, though the university is not required to disclose which specific Jewish organizations the individuals are affiliated with.[2] Pappert determined that the EEOC's request falls within the agency's authority to investigate workplace discrimination and that Penn had not demonstrated sufficient burden to refuse compliance.[3]
Who's Involved
The parties include the EEOC (federal agency), the University of Pennsylvania, and intervening organizations supporting Penn, including the American Association of University Professors, the American Academy of Jewish Research, and the Jewish Law Students Association.[1][3] Judge Pappert, appointed by former President Barack Obama, authored the decision. The Trump administration's EEOC initiated the investigation.[1]
Basic Context and Timeline
The EEOC opened its investigation in 2023 following complaints of antisemitism after the October 7 attack.[1] The agency first requested information in July 2025 as part of its probe into alleged antisemitism at the university.[5] When Penn refused to comply, the EEOC filed a lawsuit in November 2025, and Penn formally responded in January 2026, calling the request "extraordinary and unconstitutional."[4][5] Penn immediately announced its intention to appeal the ruling, citing privacy and First Amendment concerns.[2]
Why It's Newsworthy
The case has generated controversy because critics compare the subpoena to historical efforts to compile lists of Jewish individuals, particularly Nazi Germany's documentation practices.[5] Supporters of Penn, including Jewish organizations, argue the order threatens First Amendment protections for religious association and could chill participation in Jewish student groups.[1][4] Conversely, the EEOC maintains the information is necessary to identify employees who may have experienced discrimination and that the request is narrowly tailored to investigate antisemitism in the workplace.[3]