The Equal employment Opportunity Commission was created by

The Equal Employment Opportunity Commission (EEOC) was created by Congress in 1964, after the passage of the Civil Rights Act of 1964.  Title VII of the Civil Rights Act of 1964 was enacted to prohibit discrimination in employment based on color, national origin, race, religion, and sex.  The initial role of the EEOC was to investigate complaints of employment discrimination and to attempt to conciliate (resolve) complaints in which the EEOC found reasonable cause to believe that discrimination had, in fact, occurred.  If the EEOC was unsuccessful in resolving the complaint, then the individual had the right to bring a private lawsuit against his/her employer.

Almost immediately after its formation, the EEOC experienced a backlog of complaints with thousands more filed in the first year than initially expected.  While the number of charges of discrimination amounted to fewer than 10,000 in its first year, the current total fluctuates between about 75,000 and 100,000 each year.  With such high numbers of complaints being filed, the EEOC still experiences backlogs.  These backlogs continue to cause delays in the investigation process, and it will oftentimes take a year or more before the EEOC issues its determination and right to sue.

The early years of the EEOC were spent interpreting and defining the anti-discrimination laws and providing employees and employers across the country with guidelines.  Throughout the years, the EEOC has played an integral role in

  • investigation allegations of employment discrimination
  • fighting on behalf of employees to ensure that they receive the fullest protections under the various federal laws listed below
  • In 1972, the EEOC was granted authority by Congress to file lawsuits against employers to enforce the anti-discrimination laws.

This power finally gave the EEOC the influence that it so desperately needed.

In 1967 came the passage of the Age Discrimination in Employment Act (ADEA).  The ADEA provided added employment protections for individuals over the age of 40, which Congress had specifically left out of Title VII of the Civil Rights Act of 1964.  Initially, the ADEA was enforced by the U.S. Department of Labor, but it was later moved under the purview of the EEOC in 1978, along with the Equal Pay Act of 1963.

Today, the EEOC enforces the following federal statutes:

Individuals who believe that they have experienced discrimination in employment are encouraged to pursue a charge of discrimination with the EEOC.  It is imperative that you file with the EEOC before you will have the legal right to file a lawsuit.  While you are not required to have an attorney represent you in the process, it can be invaluable having an experienced employment lawyer in your corner.

The Equal employment Opportunity Commission was created by

The U.S. Equal Employment Opportunity Commission (EEOC) is the agency responsible for enforcing federal laws regarding discrimination or harassment against a job applicant or an employee in the United States. The EEOC was formed by Congress to enforce Title VII of the Civil Rights Act of 1964, opening its door for business on July 2, 1965. It is headquartered in Washington, D.C., and as of 2021, it maintains 37 other field offices throughout the United States in 15 districts.

  • The Equal Employment Opportunity Commission (EEOC) investigates charges brought against employers regarding discrimination against employees and job applicants.
  • It was created by Congress in 1964 to enforce Title VII of the Civil Rights Act.
  • Companies are subject to the law if they have 15 or more employees (20 or more employees for age discrimination cases).
  • The laws apply to all aspects of work, including hiring, firing, promotions, harassment, training, wages, and benefits.

Due to the COVID-19 pandemic, the EEOC has closed all of its physical field offices. However, you can still file a discrimination charge online or by phone at 1-800-669-4000.

The EEOC enforces federal laws that make it illegal to discriminate because of a person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. In addition, it is against the law to discriminate against a person who complains about discrimination, has filed a charge of discrimination, or has participated in an employment discrimination investigation or lawsuit. (In fact, 55.8% of charges filed with the EEOC in the 2020 fiscal year were for retaliation.) Indeed, business ethics have changed considerably since the turbulent 1960s first roiled their relatively placid waters.

On June 15, 2020, in a 6-to-3 ruling in Bostock v. Clayton County, Georgia, the U.S. Supreme Court determined that protections against discrimination by sex in Title VII of the Civil Rights Act protect LGBTQ workers. Justice Neil M. Gorsuch, who wrote the opinion, stated: “Today, we must decide whether an employer can fire someone simply for being homosexual or transgender. The answer is clear. An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids.”

The EEOC is vested with the authority to investigate any charges of discrimination brought against employers, who are generally subject to EEOC laws if they have at least 15 employees (in the case of age discrimination, that minimum rises to 20). Many labor unions and employment agencies fall under its jurisdiction as well.

The EEOC’s role is to fairly and accurately assess allegations in the charge and then make a finding. If it finds discrimination has occurred, then it will try to settle the charge. It also has the authority to file a lawsuit to protect individuals and the interests of the public.

The laws enforced by the EEOC apply to all types of work situations, processes, and functions. This includes the hiring and firing of employees, harassment among the staff or management, job training, promotions, wages, and benefits. Another role of the EEOC is to seek to prevent discrimination before it can occur.

The EEOC works on preventing workplace discrimination through outreach and a variety of educational and technical assistance programs.

  • EEOC representatives make no-cost presentations (on a limited basis) to professional associations, conferences, employer groups, and nonprofits, explaining the mission of the EEOC, the laws it enforces, and how the charge/complaint process works.
  • Field offices have designated small business liaisons to assist small businesses with their questions.
  • The EEOC also provides targeted information and resources for veterans with disabilities.
  • Youth@Work is an EEOC program designed to educate young workers about their workplace rights, including informing them about real cases involving teen workers and how to file a complaint.
  • The EEOC also offers more in-depth training to employers for a fee through its EEOC Training Institute.

Employers are liable for both their own behavior and that of their staff members, even including independent contractors.

If you believe you’ve been discriminated against at work because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information, then you can file a charge of discrimination with the EEOC. This is a signed statement, describing how an employer, union, or labor organization engaged in employment discrimination, that asks the EEOC to take remedial action. All of the laws enforced by the EEOC, except for the Equal Pay Act, require you to file a charge of discrimination before you can file a job discrimination lawsuit against your employer.

There are time limits of either 180 or 300 calendar days, depending on certain circumstances. You can file a charge through the EEOC Public Portal after you submit an online inquiry and have an intake interview with an EEOC staff member.

The EEOC may specifically investigate not only employers for violations but also members of their staff accused of engaging in harassment or discrimination. For example, if a manager refuses to interview or hire qualified job candidates solely because of their ethnicity or race, then the employer can be held accountable for allowing racist behavior to persist. This also can be applied to employers who permit harassment to continue unchecked. And although the EEOC itself says that independent contractors are not subject to anti-discrimination laws, in 2009, the U.S. Second Circuit Court of Appeals ruled in Halpert v. Manhattan Apartments that companies can be held liable for independent contractors who act on their behalf.

The EEOC has filed lawsuits against companies where corrective action was not taken after derogatory slurs, threats, assaults, unwanted sexual comments, or inappropriate touching occurred in the workplace. Companies also can be penalized for not warning employees about past misconduct committed by another employee or manager with whom they are directed to work.

EEOC lawsuits might seek monetary damages, including punitive and compensatory damages and injunctive relief. In fiscal year 2020, the EEOC received 67,448 charges of workplace discrimination, with 38% of claims being allegations of discrimination based on race or color. Charges for sex-based harassment, which includes charges for sexual harassment, clocked in at 11,497, down by nearly 1,300 from 2019.

The EEOC is open to attempts to settle cases before the issue is investigated and possibly taken to trial. It offers a mediation procedure, an informal process in which two parties can work with a neutral mediator to see if they can reach a reconciliation of their differences. The mediator doesn’t ultimately make a determination, however, serving only to help the two parties reach a settlement on their own. If mediation fails, then the EEOC proceeds to formally investigate the complaint.