Equal Employment Opportunity Commission (EEOC) Laws, Claims, and Hearings
Allegations of discrimination and harassment in the workplace may put one’s business at risks for potential violations of the law.
Employers are expected to abide by the various discrimination laws and see to it that its provisions are observed in the workplace. On the other hand, victims of employment discrimination can file a complaint with the Equal Employment Opportunity Commission (EEOC) as the main government agency tasked with enforcing these laws.
Generally, EEOC laws prohibit employment discrimination based on race, national origin, sex, gender, disability or in retaliation for opposing job discrimination.
The EEOC also determines whether violations have been made against the following laws:
- Civil Rights Act of 1991
- Equal Pay Act of 1963
- Title VII of the Civil Rights Act of 1964
- Age Discrimination in Employment Act of 1967
- Title I and Title V of the Americans with Disabilities Act of 1990
- Sections 501 and 505 of the Rehabilitation Act of 1973
In addition, the EEOC has the power to investigate discrimination charges and file a suit on behalf of the victim. However, the agency is also required to contact the discriminating party and try to reconcile the parties involved.
To avert problems arising from employment discrimination, employers must implement an EEO policy and grievance procedure, which will help them to identify and respond to any pattern of employee misconduct that may lead to a violation.
An EEO policy will also served as guideline on how and when the proceeding will conclude, giving the employer better time to respond, and informing the employee when to file an outside complaint.
Employment Attorney Services provide employers/employees with appropriate legal information on issues pertaining to EEOC laws and claims and represent any party in hearings.