The Equal Employment Opportunity Commission

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.

EEOC’s role in this case was to file lawsuit against the employer (Exel) on behalf of the

Through the years, America has made an overall improvement in eliminating discrimination, inequality and slavery and focusing more on inclusion, equal rights, and equal opportunity. Despite a considerable improvement, there are corporations and individuals that often revert to archaic means of treating employees, creating hostile environments. Consequently, different advocacy groups and laws still remain in effect and continue to evolve to protect the citizens and non-citizens of the USA.

Companies that discriminate on basis of a host of job-irrelevant issues, comprising race, sexual orientation, gender, disability, age and ethnicity put themselves at a competitive disadvantage as opposed to companies that appraise employees solely on their credentials and qualifications to work well. Given the high rates of discrimination encountering the workforce today, discrimination based on racial discrimination and sexual orientation represents an actual hazard to the profitability of companies (Oeo.tufts.edu, 2015). This essay discusses the non-discrimination policy of the Home depot company.

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

She worked as a receptionist, but also helped out in the back with the nurses. I think her daughters supported what she did, but her husband not really. Mrs. Perez loved him so much that when Mr. Perez told her to stop working at the clinic she had to. I feel like Mr. Perez would judge everything that Mrs. Perez would so she had to be considerate on what she did. Pretty much she would do everything that her husband didn’t mind her doing and couldn’t do anything that her husband didn’t like.

The United States Equal Employment Opportunity Commission, otherwise known as the EEOC, is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or employee because of the person’s race, color, religion, sex, pregnancy, gender identity, sexual orientation, national origin, age if 40 or older, disability or genetic information. This also protects individuals who have previously filed a complaint or charge related to discrimination or because of personal involvement in an investigation or lawsuit concerning employment discrimination. This coverage includes employers with 15 employees, but that number changes to 20 employees in age discrimination cases as well as labor unions and employment agencies. The laws concerning EEOC apply to all types of situations; hiring, firing, promotions, harassment, training, wages and benefits.

The U.S. Equal Employment Opportunity Commission was established July 2, 1965 and signed by President John F. Kennedy, and it was created by the United States Congress. The Equal Opportunity Commission Office is responsible for enforcing federal laws that make it illegal to discriminate against an applicant or employee because of persons race, color, religion, sex, nation origin, or age. The importance of this Equal Employment Opportunity Commission is to protect employees so they can’t be mistreated, and it also protects the employer from wrongful discharge lawsuits. All commission seats and post of general counsel to commission are filled by the United States President, subject to confirmation by the Senate. The Equal Employment Opportunity

The EEOC, Equal Employment Opportunity Commission, made a final ruling to amend the Affirmative Action for individuals with disabilities on the federal employment level, to be completed by agencies as of January 3, 2018. Affirmative Action are policies and programs within agencies that required by federal statues and regulations set to remedy discrimination practices in the hiring of minority group members. The Rehabilitation Act of 1973 required affirmative action and nondiscrimination in employment by Federal agencies of the executive branch. The EEOC issued a final rule to amend the regulations for individuals with disabilities. 

Federal and state laws protect the rights of pregnant workers and ensure that employers treat them the same as all other workers and that their work affairs remain free of prejudice in all areas of employment. Although highly publicized, pregnancy discrimination cases keep occurring by the thousands each year. At the forefront of pregnancy protection is the Pregnancy Discrimination Act (“PDA”) which amended Title VII of the Civil Rights Act of 1964 (“Title VII”).

The issue of discrimination is very widely discussed, so widely that laws and statutes have been enacted and are continually addressed every day. This may occur in a courtroom, on the legislative floor or at the employer’s offices, but the fact that the Equal Employment Opportunity Commission (EEOC) receives around 80,000 discriminatory filings annually, with 99,922 in 2010, there is little wonder the amount of attention to discrimination is warranted (Walsh, 2013). According to the EEOC’s website, the discrimination claims were more than the annual averages, but less than 99,000 in 2010, at 88,788 in 2014 (“EEOC Releases Fiscal”, 2015). These figures reiterate the importance and diligence in which discriminatory acts must be handled by all parties involved.

She was also provided verbally her expectations from her job and went to one day training before she started the

Key Issue: • Maya is being unethical and manipulating her employees  Maya Root Cause: • Employees are speaking up about her recent behaviors • Maya is selfish and only thinks about herself Solution 1. Do nothing 2. Resign from her job before she gets fired for being unethical 3. Maya can change her behaviors Analyze 1. Advantages-

While equal rights and equal pay legislation made it illegal to discriminate “based on race, color, religion, sex or national origin“ (U.S. Equal Employment Opportunity Commission, 2011b, p. 1), the number of workplace discrimination cases continue to rise and is costing employers more than $319 million in 2010, not counting litigation (U.S. Equal Employment Opportunity Commission, 2011a). Many employers have extensive human resource organizations with a sophisticated grasp on the implications of equal rights legislation on employers, that employ professionals, like I/O psychologists and attorneys, to establish fair policies and employment practices, and decrease an employer’s risk of litigation (Aamodt, 2010). In fact, employers often perform statistical analysis of employment practices to understand whether the practice could have an adverse impact against members of a protected class. For example, testing is a practice employers use for employee selection in the hiring process; even when an employment test is determined to be reliable, valid, and cost-efficient, care is taken to assure testing predicts performance equally well for all applications (Aamodt, 2010). Because governments and corporations have a fiduciary duty to citizens and shareholders, employers should continue to care about the issue of adverse impact, but more importantly, both government and corporations have a civil responsibility to treat the members of society fairly, because societal

This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. “The Rehabilitation Act of 1973 was the first “rights” legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment practices of businesses with federal contracts” (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination in employment by Federal agencies. Section 505 includes steps managing solutions and attorney's expenditures under Section 501 (The Rehabilitation Act of 1973, 2011).