NEW YORK - A former Democratic commissioner at one of the nation's leading civil rights bodies withdrew her lawsuit Monday contesting her removal by President Donald Trump, pointing to a recent Supreme Court decision that significantly broadened presidential authority over independent agencies.

Trump's firing of Jocelyn Samuels and another Democrat from the Equal Employment Opportunity Commission opened the door to major shifts in civil rights enforcement, including efforts to eliminate diversity and inclusion programs, reduce safeguards for transgender employees and support bias claims from white and U.S.-born workers.

The EEOC advanced parts of this approach Monday by unveiling a regulatory plan that proposes halting annual collection of workplace demographic information and withdrawing long standing guidance that flagged potential discrimination in English only workplace policies, among other revisions.

One of Trump's initial moves as president was to eliminate the Democratic majority on the typically five member EEOC, removing a key barrier to his civil rights priorities. The ouster of Samuels and Charlotte Burrows before their five year terms concluded marked an unprecedented step for the agency established by the 1964 Civil Rights Act.

The EEOC commission now includes two Republicans and one Democrat. Trump has not yet named candidates for the two vacant positions.

Samuels had contended in her suit that Congress designed staggered terms for EEOC commissioners to promote continuity, stability and protection from political influence.

In a Monday statement, Samuels explained she was dropping the case because the Supreme Court's decision in another matter left her without a viable route to contest her termination.

The Supreme Court last week affirmed Trump's authority to dismiss leaders of independent agencies except the Federal Reserve, overturning a 91 year old precedent that restricted presidential removals of board members at such bodies.

EEOC Chair Andrea Lucas praised the ruling in a LinkedIn post last week, noting it confirmed the EEOC operates as an executive branch agency.

An EEOC spokesperson stated Monday that the agency remains focused on advancing President Trump's civil rights priorities through impartial enforcement of federal laws.

The agency's lone Democratic commissioner, Kalpana Kotagal, opposed the agenda, arguing the proposed shifts erode worker protections and weaken investigative and enforcement capabilities.

The regulatory plan features a proposal to end a 40 year mandate requiring firms with 100 or more employees or federal contractors with at least 50 staff to report workforce demographic data to the EEOC.

Lucas has cautioned companies against relying on such data to support what she views as potentially discriminatory diversity efforts. The EEOC described the reporting rules as imposing heavy financial and administrative costs on employers. The change is expected to pass the commission but will face a public comment period before final approval.

Critics on the right argue the data prompts the EEOC to presume discrimination from any gender or racial imbalance in staffing. Backers note the surveys have aided the agency in spotting bias patterns, setting priorities and monitoring progress for women and minorities since the Civil Rights Act.

Kotagal remarked that collecting this information for six decades makes it hard to see why the agency would limit its discrimination probes, especially amid ongoing staffing and funding shortages.

The EEOC also plans to withdraw 1980 guidelines on national origin discrimination that cautioned employers against English only rules, which could foster feelings of inferiority or intimidation. The agency called the rules outdated and said they wrongly presumed such policies violate Title VII in certain cases.

Last week the EEOC discarded prior guidance on voluntary affirmative action steps employers could take to boost opportunities for women and minorities without breaching Title VII. It reversed its earlier position allowing certain programs like targeted training or expanded recruitment without legal risk.

The agenda further includes updates to rules enforcing the Pregnant Workers Fairness Act, which provides accommodations for pregnancy related conditions. Lucas had opposed prior regulations for covering abortion related needs such as time off for appointments.