The Equal Employment Opportunity Commission Essay

Over the last several decades, workplace issues have become an area of controversy for most employers. This is because the regulations surrounding what practices are considered to be discriminatory have increased dramatically. To enforce these issues, the Equal Opportunity Employment Commission (EEOC) is playing a central role in making employers follow these provisions of the law. A recent example of this occurred, with the case EEOC v. HCS Medical Staffing Inc.

EEO states which is that 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), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The Equal Employment Opportunity Commission (EEOC) is a “five-member body appointed by the President to establish equal employment opportunity policy under the laws it administers” (p. 827, Twomey & Jennings, 2014). The 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), national origin, age (40 or older), disability or genetic information” (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights Act of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA).

When the Title VII of the Civil Rights Act of 1964 was enacted employees felt sigh of relief because now it was unlawful for employers to discriminate against once race, color, religion, sex, or national origin. “Title VII provided the legal basis for all people to pursue the work of their choosing and to advance in their chosen occupations subject to the limitations of only their individual qualifications, talents, and energies” (McConnell, 2013, p. 46). The Civil Rights Act of 1964 also established the Equal Employment Opportunity Commission (EEOC) to enforce the antidiscrimination requirements of Title VII. What employees didn’t know was that this was merely a law and laws are broken all the time, although there are severe consequences.

The Equal Employment Opportunity Commission of 1965 (EEOC) was cited as a federal government agency to address discrimination. Federal government agencies must ensure equality among people in getting jobs without considering race, color, religion, sex, age or national origin. Title VII of the Civil Rights Act of 1964, which forbids job discrimination on the ground of race, color,

Mr. Vicks, with all due respect, the Title VII of the Civil Rights Act was passed due to racial discrimination. As an organization, we are prohibited from making hiring decisions based on age; color; disability; genetic information; marital status; national origin; pregnancy; race; religion and sexual orientation (Mathis, 2017). Not to mention, if the applicant or employee can prove that they were denied employment or promotion based on their race, they can present a disparate treatment claim with EEOC, especially if he or she had the qualifications.

An abundant of federal, state, and local regulations prohibit discrimination in employment. Discrimination towards employees who are members of a protected class is prohibited throughout the entire employment process, which includes outreach, hiring, job classification, salary, benefits, promotion, discipline, layoffs, termination, and much more. The Civil Rights Act of 1964 is a federal statute created to safeguard individuals from illegal discrimination on the basis of race, religion, color, sex, and national origin. This Act also established the Equal Employment Opportunity Commision (EEOC) which is responsible for administering laws outlawing discrimination in the workplace and has expanded protected classes against discrimination. Such

For job advertisements, the EEOC has said it is illegal to publish an advertisement for a job that shows a preference for or discourages someone from applying for a job because of race, religion, excreta. When recruiting it is illegal to recruit new employees in a way that discriminates against them. It is illegal for an employer to discriminate against an employee when it comes to wages and benefits. When it comes to employees with disabilities, the employer must make reasonable accommodations for the employee, unless it causes excessive expense or burden on the business. It is always illegal to harass employees based on religion, sex, color, race, and etcetera. When it comes to an employment application, employers are not allowed to ask questions regarding, race, height and weight, financial information, religious affiliation, marital status, and any medical questions, unless it would interfere with properly doing the

Racial discrimination has been a major issue since the colonial era and the slave era. In the aftermath of the Civil War, the United States abolished slavery and gave blacks the legal right to join the workforce. Workplace discrimination occurs when employers treat certain potential or current employees unfairly because of various issues, including age, race, gender, disability, nationality, religion and pregnancy. Discrimination also takes place when men and women working for the same employer do not receive equal pay for equal work. Under job discrimination laws, it is illegal for employers to engage in any of these practices. Blacks and other minority have faced many racial discrimination issues in the workplace such as harassment, landing a job, and not receiving promotions even if they have all of the qualifications. According to Heathfield, Human Resources Expert, The Civil Rights Act of 1964 (Public Law 88-352) outlawed the unequal application of voter registration requirements and discrimination in public facilities, in government, and in employment. Specifically, for employers, in the Civil Rights Act, Title 7 guaranteed equal opportunity in employment. The Civil Rights Act also established the Equal Employment Opportunities Commission (EEOC) to "promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance”. Every employee and employer should be aware of

The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with the enforcement of Title VII of the Civil Rights Act of 1964,1 the Americans with Disabilities Act,2 and the Age Discrimination in Employment Act.3 Five commissioners appointed by the President and confirmed by the Senate govern the EEOC. Each commissioner serves a five-year term, and no more than three commissioners can be from the same political party.4

We see that since discrimination was an act that was has sorrowfully been arising for centuries the Equal Employment Opportunity Commission (EEOC) was able to be created. this commission made sure to ensure that there was no discrimination in the workplace. overall this commission made sure to protect all from job discrimination, it made sure that all were seen as equals.

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these