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EEOC Laws: Protecting the Rights of Employees in the Workplace

By Edited Feb 10, 2014 0 0

The Equal Employment Opportunity Commission (EEOC) was empowered by the Congress to help in enforcing different laws that ban discrimination at work. It is a US federal agency that was given the authority to pursue and question companies with alleged discriminatory practices.

Title VII of the Civil Rights Act of 1964 specifically requires this commission to govern employment practices of both government and private employers. In addition, its main goal is to implement laws that were set forth by the government to fight discrimination based on an individual's color, race, sex, religion, age, genetic information, disability, and national origin.

Here are specific examples of the laws that are governed by EEOC:

Age Discrimination in Employment Act of 1967 (ADEA)

ADEA provides protection to people who have reached 40-years-old and above against discrimination based on their age. This law also enables an individual to directly ask for the court's assistance without following or participating in the EEOC's complaint procedures.

Title I of the Americans with Disabilities Act of 1990 (ADA)

ADA prohibits employers from discriminating a disabled qualified individual in the local and state governments and in the private sector. In addition, it obliges employers to provide reasonable accommodation to a qualified individual who has mental and physical limitations.

Employers may provide reasonable accommodation to a qualified disabled individual by doing the following.

· Adjusting work schedules

· Reassigning the disabled individual to a vacant position

· Making the company's facilities usable and accessible to the disabled person

· Job restructuring

· Providing qualified interpreters or readers

Although employers are required to provide this accommodation, they will not be forced to do it if it would cause an undue hardship on the company's business operations.

The Equal Pay Act of 1963 (EPA)

Under this law, employers are prohibited from paying different salaries to men and women if they have performed an equal amount of work in one workplace.

The Pregnancy Discrimination Act

This law was made to amend Title VII and make it illegal for employers to discriminate against women on the basis of their childbirth, pregnancy, or any medical condition that is related to both.

Authority and Responsibility of EEOC

EEOC has the right to conduct an investigation against employers who have allegedly performed discriminatory practices. If it determined that discrimination actually occurred, it will initially try to settle the employee or applicant's charge. However, if reaching a settlement was unsuccessful, it can then file a lawsuit to protect the public's interest and the rights of every individual.

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