US Anti-Discrimination Laws

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.

For this task, I am going to explain how two national initiatives promote anti-discriminatory practice.

The Equal Employment Opportunity Commission (EEOC) may take action when an investigation shows that there has been a violation in a person’s civil rights just because of his or her attributes.

The EEOC is in place to protect the rights of individuals in the workplace. They are also laws in place that protects employees from being punished for reporting discrimination. Laws of the EEOC include:

The EEOC carries out its work at headquarters and in 50 field offices throughout the United States. Individuals who believe they have been discriminated against in employment begin the processes by filing administrative charges. Individual Commissioners may also initiate charges that the law has been violated. Through the investigation of charges, if the EEOC determines there is "reasonable cause" to believe that discrimination has occurred, it must then seek to conciliate the

Equal Employment Opportunity Commission (EEOC) enforces the federal laws that make it illegal to discriminate against a job applicant or employee. An employer cannot discriminate due to a person’s color, religion, race, gender identity, sexual orientation, pregnancy, national origin, age (40 years or older), genetic information or disability. This applies to wages, harassment, training, benefits, hiring, and firing. EEOC’s role in any investigation of discrimination is to accurately and fairly take in the information of the charge and then make a finding. If the EEOC found that there was indeed a discriminating case then they will try to settle it. If the employer does not settle then the EEOC may file a lawsuit. (Overview.

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.

It is without a doubt that discrimination in this country has existed since its early stages. However, to this day after many movements and eras to try and eliminate it all together, it remains. And in this class, we seek to understand why. For these last couple of weeks, we discussed the 14th amendment and more specifically referenced its equal protection clause which vows to protect the fundamental rights of “all” citizens of the United States. Because of this state and federal governments attempt to create neutral laws that will apply fairly to all citizens in the United States. Which seems to be the best thing they can try and do nonetheless if a bill is said to be neutral, but has an unequal influence on a particular group of people problems

This chapter focuses on anti-oppression and anti-discrimination practice. We will be looking at what is meant by these terms and the law which underpins them. We will explore the different ways people are affected by oppression and how to combat it. Evaluate society’s stereotypical images of groups of people in society and the principles of positive action and anti-oppression.

165). The EEOC’s main job is enforcing the federal laws that were put in place for unlawful employment actions. When a claim is filed the EEOC will first try mediation but both parties have to accept this option before it can happen. If mediation is not an option the EEOC then has to start their investigation which will involve questioning employees. If the EEOC feels the claim is true they will then try to get the employer to change their ways and if they feel the claim is false they will send out a right-to-sue- letter. Claims filed against government agencies go straight to the attorney generals and if there is a local law in regards to the complaint made then the claims has to first be filed with the state then the EEOC. Since the EEOC was established there have been thousands of cases filed and surprisingly retaliation tends to be the top reason people file claims, racial discrimination is a close second though. Retaliation can sometimes occur when an individual files a complaint against the company they work for, this can obviously make a company look bad and some managers react in ways they shouldn’t. It is important to still always file claims against wrongful employment acts/discrimination regardless of what may come after you do; you also only have 180 days to file a claim with the

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

Discrimination, while highly troubling and disruptive to social progress, has been in practice for centuries. From biblical eras, when at one point Jews were held as prisoners under the law of the Pharaoh, to more modern times concerning issues with race and other differences such as today’s fight for same-sex marriage approval, there have always been issues presented in society resulting from the many dissimilarities found amongst the appearances, behavior, beliefs, et cetera of the public. As history has shown time and time again, it is simply not acceptable for discrimination to have a role in the happenings of current times. Gone now are the days where minorities would sit back and accept the unfair treatment that society would press their way. The public is much more aware of the rights that are afforded to them from birth by the terms of the Declaration and Constitution. Rather than accept any injustices thrown its way, society has grown to rely on the government as a figurehead to step in and prevent any unfair treatment geared towards the People. It has become an expected happening that concerning any major issues on the grounds of discrimination, whether on a local, state, or federal level, the government is responsible for creating and enforcing policies that protect those affected from unfair treatment. Before implementing or changing a policy onto the public, officials are expected to weigh each idea thoroughly as to identify the consequences of its placement,

In order to discuss the reasons that anti-discrimination laws fail to bring about racial and gender inequality, we must first define anti-discrimination laws and its relation to racism and sexism. In 1964, the Civil Rights Act was implemented to outlaw segregation based on race, color, and religion in all public businesses. It also forbade employers from discrimination on the same values when employing workers. Using the Civil Rights Act of 1964 as a basis, we define that anti-discrimination laws refers to the right of all people to be treated equally, regardless of gender, race, and ethnicity.

Federal Equal Employment Opportunity (EEO) Laws-The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (2009).

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