Equal Employment Opportunity Commission (EEOC)

979 Words2 Pages

The United States Equal Employment Opportunity Commission (EEOC) is a federal agency that administers and enforces civil rights for job applicants. This federal agency enforces federal laws, responsible for workplace discrimination and they investigate discrimination complains based on person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin age (40 or older), disability or genetic information (EEOC, 2017)
It is also illegal to discriminate against a person who complained about discrimination, filed a charge of discrimination or was a participant in an employment discrimination or lawsuit. Most companies that employ at least 15 employees are covered by the Equal Employment Opportunity …show more content…

In 1964, the Congress passed the Public Law that the provisions of this civil right and the act forbade the discrimination on the basis of race in hiring, promoting, and firing and sex were added at the last moment. Title VII of the act created the Equal Employment Opportunity Commission to implement the law (National Archives, 2017). After the legislation expanded, the role of the Equal Employment Opportunity Commission enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship and other terms and conditions of employment. In the creation of the Civil Rights Act of 1964, the Congress progressively extended Equal Employment Opportunity Commission to include the investigatory authority, creating conciliation programs, filing lawsuits and conducting voluntary assistance programs.
Today the regulatory authority of the Equal Employment Opportunity Commission includes enforcing a range of federal statutes prohibiting discrimination in employment. These include (EEO Laws, …show more content…

To be covered by the laws that Equal Employment Opportunity Commission enforces, an employer must have a certain number of employees in the organization. This depends on the type of organization that it is. The employer is a private company, a state or local government agency, a federal agency, an employment agency or labor union. Also depends on the type of discrimination that is alleged such as, person race, color, religion, sex, pregnancy, gender identity and sexual orientation, national origin, age (40 or older), disability or gender information (EEOC, 2017). If the organization has a required number of employees, then the employees are protected by the anti-discrimination laws. This includes current employees, former employees, a potential employee and an applicant or employee who is being trained or an apprenticeship program (EEOC, 2017). If the claimant is discriminated against age or disability, there are other requirements that must be met in order for the claimant to be covered. The Immigration Reform and Control Act of 1986 was passed to amend, revise and reform the status of unauthorized immigrants. This act prohibits the discrimination on the national origin by organizations with 4 to 14 employees. Employers are prohibited from discriminating on the basis of citizenship status as well as the discrimination of eligibility of the verification process (USCIS,

Open Document