Equal Employment Opportunity Commission

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    THE EQUAL EMPLOYMENT 2 This paper is intended to shed light to the author on a Federal government website in lieu to its usefulness in human resource management. In this paper, the Federal government website of choice which will be critically analyzed is the The Equal Employment Opportunity Commission (EEOC) website. Some of the areas of interest in this report are the specific commercial, trade, legislative, regulatory or statistical information in the Equal Employment Opportunity Commission

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    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 The President also appoints a General Counsel of the Commission

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    The Equal Employment Opportunities Commission (EEOC) is in charge of implementing government laws such as Title VII of the Civil Rights Act, 1964 and Title I of the Americans with Disabilities Act of 1990 (ADA), which make it unlawful to oppress an occupation candidate or a worker in light of the individual 's race, color, religion, sex, national origin, age, disability or hereditary data. (US Equal Employment Opportunities Commission, 2015) The laws apply to a wide range of work circumstances, including

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    Discrimination has quickly become one of the top causes of lawsuits facing businesses today. The Equal Employment Opportunity Commission (EEOC), the federal agency responsible for enforcing anti-discrimination law, reported that individuals filed 88,778 discrimination charges in 2014 alone- 35% of those claiming race discrimination and 29.3% claiming gender discrimination (“Charge Statistics”). Discrimination is defined as the “treatment or consideration of, or making a distinction in favor of or

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    Equal Employment Opportunity Commission 2/21/2015 Providing a place of employment has lead to numerous benefits for employers and employees. When having a diversity of people working for a company, different types of personalities intermingle with each other on a day – to – day basis. Even though having a diverse group of people coexist in the workforce can serve a huge benefit to the company, it can also lead to problems amongst coworkers. In order to make sure everyone is treated fairly, the

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    EEOC Presentation Resource: the Equal Employment Opportunity Commission (EEOC) website Explore the EEOC website (http://www.eeoc.gov) to learn more about the organization. Click the About the EEOC link and select Newsroom. Select a press release about an employee lawsuit published within the last 6 months. Search the Internet to find at least one news item about this lawsuit, preferably from a news source in the state in which the incident occurred. Federal Jury Awards Exel Employee

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    executive order 8802. Order 8802 prohibited government contractors from engaging in employment discrimination based on race, color, or national origin. This signed executive order was the first ever step to end employment discrimination. Executive order 9981 signed by president Harry S. Truman in 1948, ordered the desegregation of individuals within the armed forces. The document required the equality of treatment and opportunity within the military without regard to color, race, and national origin. In

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    a melting pot. People came from with different background, ethnicity, races, and color of skins joining the workforce. The country has recognized the dynamic perspective and set laws to protect the people. Under the Title VII, The Equal Employment Opportunity Commissions (EEOC) prohibits to discriminate base on race, sex, religion, and national origin in the work place. In this scenario: Happy B. White Ltd. is a computer software firm with 50 employees -- 45 are white and 5 Hispanic. After enjoying

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    Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. Businesses have been the heart of economic growth since the beginning of the United States. Not only has businesses been at the center of this nation but also freedom of religion as well. In this case, Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc., its how the business (Abercrombie & Fitch), denies Samantha Elauf the job at that store because she wore a head scarf because she was a practicing

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    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

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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

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    The Equal Employment Opportunity Commission or otherwise known as the EEOC is responsible for making it illegal to discriminate against a job applicant and or employee ("EEOC," n.d., para. 1) based upon Title VII of the Civil Rights Act of 1964, which was founded in order to safeguard employees in the United States from certain forms of discrimination. Title VII of the Civil Rights Act of 1964, which forbids employers from centering employment decisions to wit, compensation, terms, conditions, or

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    Equal Employment Opportunity Commission The equal employment opportunity commission (EEOC) demands that each and every person in the US is treated equally for a job opportunity despite their religious affiliation. There are various expectations in employment as far as religion and persons with disability are concerned. The baseline is to make sure that people are not judged by their disability or religion when it comes to employment. The employment guidelines require that someone is judged by their

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    | | |How might managers in an organization use knowledge of employment-at-will and its exceptions | | | | |to protect the interests of the organization? | | | |Week Two: Application of Laws That Affect the Employment Relationship | |

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    Gyuhwan Park February 11, 2016 Professor. Jonathan Martin Legal Environment of Business Brief Summary Case Name: Equal Employment Opportunity Commission, Petitioner v. Abercrombie & Fitch Stores, Inc., No. 14-86 (2015) Factual History: Ms. Samantha Elauf is a woman who is a practicing Muslim applied for a job at Abercrombie & Fitch Co., which is a national chain of clothing stores. Elauf was interviewed by the store’s assistant manager Heather Cooke, and her interview so went well that it appeared

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    intentional workplace discrimination. However, there are still companies which operate outside of these regulations and must face the repercussions for their actions. Presented is an analysis of one such organization in the case of the Equal Employment Opportunity Commission (EEOC) vs. Alliant Techsystems, Inc. The Case In 2011, the EEOC filed a race discrimination law suit against a Minnesota-based aerospace and defense manufacturer; Alliant Techsystems, Inc (ATK). The specifics of the case are that

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    History of Equal Employment Opportunities Commission The Equal Employment Opportunity Commission opened their doors on July 2, 1065 – one year after President Lyndon B. Johnson signed the Title VII of the Civil Rights Act of 1964. Title VII makes it illegal for an employer to discriminate in hiring by a person’s religion, national origin, sex, color, or race. The Equal Employment Opportunities Commission is also responsible to enforce the Equal Pay Act, the Age Discrimination in employment Act,

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    highlight the Equal Employment Opportunity Commission (EEOC) process. Discussion It is important to note from the onset that "the U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination" (EEOC, 2012). Thus employees who are convinced that their employment rights have in one way or the other been violated are free to initiate an investigation into the same by filing a complaint with the commission. However, according to the commission, the laws it

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    Between 2006 and 2012, the number of charges filed with the Equal Employment Opportunity Commission has increased. (Book chart page 934) Meaning, people (especially women) are not being treated fairly in regards to employment. This includes judgement against them with things such as their race, religion, sex, appearance, national origin, etc. Today there are stricter rules when it comes to discrimination in the workplace. These rules don’t just benefit women, they benefit everyone in some way. These

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    The number of discrimination charges reached a record high in 2010, according to the U.S. Equal Employment Opportunity Commission (EEOC), a government agency that investigates discrimination charges on the basis of race, sex, national origin, religion, retaliation, age, disability, and genetic information (Wong, 2011, para. 1). Although the majority of discrimination is unethical and unnecessary in the workplace, certain benefits can be seen if it is executed properly. Understanding discrimination

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