Before suing an employer for employment discrimination under Title VII, the EEOC must first “endeavor to eliminate [the] alleged unlawful employment practice by informal methods of conference, conciliation, and persuasion.” 42 U.S.C. § 2000e-5(b). In Mach Mining, LLC v. EEOC, 135 S. Ct. 1645 (2015) (No. 13-1019), the EEOC brought a Title VII action against defendant employer, which the defendant answered by asserting, among other things, a defense that the EEOC had failed to attempt to conciliate in good faith before suing. The EEOC moved for partial summary judgment on that defense, arguing that conciliation efforts are not subject to judicial review; the district court disagreed, but authorized an immediate appeal of its ruling. The Seventh Circuit held to the contrary, ruling that the statutory directive to attempt conciliation is not subject to judicial review. The Supreme Court reversed, holding that courts do have authority to review whether the EEOC has fulfilled its Title VII duty to attempt conciliation. The review, however, is narrow, i.e., it is limited to whether the EEOC has informed the employer about the specific discrimination allegation (including what the employer allegedly did and which employees have suffered), and attempted to engage the employer in a discussion in order to give the employer a chance to remedy the allegedly discriminatory practice.