Roles of the EEOC
The Equal Employment Opportunity Commission (EEOC) is an independent federal agency responsible for enforcing civil rights laws against workplace discrimination. Established in 1965 by the Civil Rights Act, the EEOC is charged with preventing discrimination based on race, color, religion, sex, national origin, age, or disability in the workplace. The commission investigates discrimination charges and, when appropriate, files lawsuits for job applicants or employees who have experienced workplace discrimination. Hence, overall support from the EEOC to the employees ensures that human resource management creates a harmonious environment. Various aspects of discrimination subside and lead to the union between the employees and their employers at all times while being regulated by the human resource team.
The EEOC ensures that employers and employees comply with federal civil rights laws. To this end, the EEOC is empowered to investigate charges of discrimination, conduct compliance reviews, and provide technical assistance to employers and employees (Hall & Das, 2021). The commission also has the authority to sue employers who violate the law and can order employers to take corrective action to remedy discrimination. The committee investigates all the possible causes of discrimination facing the employees. The necessary action is hence taken, and compensation is done to whoever is done as the EEOC commission enforces it.
The EEOC is responsible for enforcing the following laws: the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967 and the Title VII of the Civil Rights Act of 1964. Additionally, the others include the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Lilly Ledbetter Fair Pay Act of 2009. These laws protect individuals from discrimination based on race, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by law (Rodgers, 2019). The EEOC is also responsible for enforcing the Uniformed Services Employment and Reemployment Rights Act (USERRA). Universal coverage of the laws ensures that all forms of the job description, whether during employment or working, enhance the universal cohesion of the working environment. The employees hence do not subject harsh treatment to their subordinates and other lesser workers in whatever rank.
The committee also plays an important role in monitoring organizational hiring practices. There is a review after the collection of the EEOC-1 reports (Kennedy & Bishu, 2020). After analyzing the reports, there is an evaluation of the committee’s hiring procedures. The EEOC is thus responsible for receiving and investigating discrimination complaints and providing education and technical assistance to employers and employees. The commission provides various services, including free mediation for resolving disputes, training to help employers and employees understand their rights and responsibilities, and conciliation services to help employers and employees resolve disputes without filing formal complaints.
In order to prevent discrimination, there is hence issuing of guidelines to determine the various law violations. Forming uniform guidelines relate to employee selection and even the interpretation of procedures (Kennedy & Bishu, 2020). The EEOC also works to prevent discrimination through public education and outreach efforts. The commission hosts conferences, webinars, and other events to provide information about civil rights laws and encourage employers to create and maintain work environments free from discrimination. The EEOC provides guidance and resources to help employers understand their legal obligations and create policies promoting a discrimination-free workplace. The EEOC is a powerful tool for protecting the civil rights of workers.
Laws Covered by the EEOC
The EEOC covers some particular laws that serve to create harmony in the workplace environment. The laws are universal and relate to whatever form of discrimination occurs in the organization. Implementing the laws ensures that the employees are always protected against forms of age, diversity, ethnicity, or even gender from their bosses (Woodward, 2022). Additionally, there is also the coverage of the sexual assaults that are normally prone in these working environments to get promotions or even get the job after an interview. These laws, enacted by the United States Congress, are designed to protect individuals from unfair and unequal treatment in the workplace. The EEOC also has jurisdiction over federal employers, private employers, employment agencies, and labor organizations.
Title VII of the Civil Rights Act of 1964 is the most comprehensive law enforced by the EEOC. Title VII prohibits employers from discriminating against job applicants or employees based on race, color, religion, sex, or national origin (Woodward, 2022). It applies to employers with 15 or more employees, including state and local governments. Title VII also prohibits employers from retaliating against employees who file complaints of discrimination or participate in an investigation of such a complaint. Title VII also requires employers to provide equal opportunities to all applicants and employees. This includes providing equal access to job postings, conducting fair and non-discriminatory job interviews, and providing equal training, benefits, and other opportunities.
The EEOC also enforced the Age Discrimination in Employment Act of 1967 (ADEA). The ADEA prohibits employers from discriminating against employees and job applicants 40 years or older (Woodward, 2022). It applies to employers with 20 or more employees and state and local government employers. The ADEA also prohibits employers from treating employees differently based on age or retaliating against them for filing a complaint or participating in an investigation. This means that employers cannot make decisions about job opportunities, wages, benefits, or other terms and conditions of employment based on an individual’s age. For example, employers cannot refuse to hire someone due to their age, pay someone less due to their age, or deny them promotion opportunities due to their age.
The Americans with Disabilities Act of 1990 (ADA) is another law enforced by the EEOC. The ADA prohibits employers from discriminating against qualified individuals with disabilities in all aspects of employment, including hiring, firing, promotion, and job assignments. It applies to employers with 15 or more employees (Enyart, 2020). The ADA also requires employers to make reasonable accommodations for employees with disabilities, such as providing modified equipment or changing job duties. The ADA needs employers to provide equal opportunities to disabled individuals. This means employers must make reasonable accommodations to enable disabled employees to do their job, such as providing modified equipment or adjusting the work environment.
The EEOC also enforces the Genetic Information Nondiscrimination Act of 2008 (GINA). GINA prohibits employers from discriminating against employees and job applicants based on genetic information (Areheart & Roberts, 2019). It applies to employers with 15 or more employees. GINA also prohibits employers from requesting, requiring, or purchasing genetic information from employees and job applicants. GINA also prohibits employers from requesting, requiring, or purchasing genetic information about an employee or job applicant. This includes asking questions about an employee’s family medical history or requesting access to genetic test results. Additionally, employers are prohibited from using genetic information to make decisions about hiring, promotion, or any other term and condition of employment.
References
Areheart, B. A., & Roberts, J. L. (2019). GINA, big data, and the future of employee privacy. The Yale Law Journal, 128(3), 710–790. Web.
Enyart, S. (2020). Reflections on the 30th anniversary of the Americans with disabilities act of 1990: what has the blind and low-vision community gained? Journal of Visual Impairment & Blindness, 114(1), 73–76. Web.
Hall, E., & Das, K. (2021). Equal opportunity: Understanding the EEO process and the role of EEO counselors. State Magazine, (667).
Kennedy, A. H., & Bishu, S. G. (2020). This for that: what EEOC trends reveal about representative bureaucracy. Review of Public Personnel Administration, 0734371X2094281. Web.
Rodgers, W. (2019). Race in the labor market: the role of equal employment opportunity and other policies. RSF: The Russell Sage Foundation Journal of the Social Sciences, 5(5), 198. Web.
Woodward, J. (2022). In the spirit of the law. National Review of Black Politics, 3(3-4), 120–140. Web.