Ethnicity/National Origin: Title VII of the Civil Rights Act of 1965 prohibits discrimination in hiring, promotion, discharge, pay, benefits, job training, classification, referral and other aspects of employment on the basis of race, color or national origin.The website Accessibility further explains that laws vary from state to state small employers may still be required to provide reasonable accommodations for disabled employees. However, employers that provide goods or services to the public (such as restaurants) must meet ADA guidelines even if they have fewer than 15 employees. Disability: Title I of the Americans with Disabilities Act (ADA) prohibits employers with 15 or more workers from discriminating against qualified individuals with disabilities.The Age Discrimination in Employment Act of 1967 (ADEA) protects applicants and employees over the age of 40 from discrimination based on age in hiring, promotion, discharge, compensation or the terms, conditions or privileges of employment. Age discrimination: The Age Discrimination Act of 1975 prohibits discrimination on the basis of age for activities and programs receiving federal financial assistance.and through 53 field offices serving every part of the nation. We carry out our work through our headquarters offices in Washington, D.C. EEOC assures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes federal sector educational materials and conducts training for stakeholders, provides guidance and assistance to our Administrative Judges who conduct hearings on EEO complaints, and adjudicates appeals from administrative decisions made by federal agencies on EEO complaints. The EEOC provides leadership and guidance to federal agencies on all aspects of the federal government's equal employment opportunity program. We also work to prevent discrimination before it occurs through outreach, education, and technical assistance programs. When deciding to file a lawsuit, the EEOC considers several factors such as the strength of the evidence, the issues in the case, and the wider impact the lawsuit could have on the EEOC's efforts to combat workplace discrimination. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public and litigate a small percentage of these cases. If we find that discrimination has occurred, we will try to settle the charge. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Most labor unions and employment agencies are also covered. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). ![]() Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
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