The U.S. Equal Employment Opportunity Commission dropped its bid to enforce a subpoena seeking identification and personal contact information of Jewish employees at the University of Pennsylvania, according to a court filing. The resolution agreement reportedly led Penn to dismiss an appeal as moot and to not seek vacatur of a lower court’s decision. The case stems from allegations that Penn failed to address antisemitic harassment, with the EEOC’s earlier subpoena requesting lists of “witnesses to and victims of religious-based harassment,” including de-anonymized survey responses and association participation information. Penn argued employee privacy interests outweighed the agency’s need without consent. This outcome matters for university compliance teams and HR leaders managing discrimination investigations under federal oversight, particularly around data minimization, consent, and the boundary between investigatory need and privacy rights.