U.s. Equal Employment Opportunity Commission Essay

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The U.S. Equal Employment Opportunity Commission (EEOC) holds the responsibility of enforcing federal laws that make it illegal to discriminate against a job applicant or an employee based on a person’s race, color, religion, sex (including pregnancy, gender identity and sexual orientation, national origin, age (40 or older), disability and/or genetic information (U.S. EEOC, 2016a). The EEOC laws cover most employers with at least fifteen employees as well as labor unions and employment agencies (U.S. EEOC, 2016a). The EEOC has the ability to investigate charges of alleged discrimination against employees who are employed by organizations covered by the EEOC. The EEOC not only uses these investigations to protect alleged victims, they also use them as an education tool for organizations. The EEOC conducted an investigation based on racial discrimination in the EEOC v. Alliant Techsystems case, which was settled in 2012 when they paid the alleged victim in relief expenses. EEOC v. Alliant Techsystems The EEOC v. Alliant Techsystems case was settled in November of 2012, when Alliant Techsystems Inc. (ATK) agreed to pay $100,000 to settle the suit alleging that they violated Title VII (U.S. EEOC, 2016c). The case is one of a pretext for race discrimination under Title VII of the Civil Rights Act of 1964. ATK is a Minnesota based company that is one of the nation’s largest aerospace and defense manufactures (U.S. EEOC, 2012). The EEOC was bringing the case against ATK
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