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| Discrimination | U.S. Equal Employment Opportunity Commission |
| Age Discrimination |
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Federal Sector EEOC
American with Disabilities Act
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Statutory AuthorityThe U.S. Equal Employment Opportunity Commission (EEOC) was established by Title VII of the Civil Rights Act of 1964 and began operating on July 2, 1965. The EEOC enforces the principal federal statutes prohibiting employment discrimination, including:
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The EEOC carries out its work at headquarters and in 50 field offices throughout the United States. Individuals who believe they have been discriminated against in employment begin our processes by filing administrative charges. Individual Commissioners may also initiate charges that the law has been violated. Through the investigation of charges, if the EEOC determines there is "reasonable cause" to believe that discrimination has occurred, it must then seek to conciliate the charge to reach a voluntary resolution between the charging party and the respondent. If conciliation is not successful, the EEOC may bring suit in federal court. Whenever the EEOC concludes its processing of a case, or earlier upon the request of a charging party, it issues a "notice of right to sue" which enables the charging party to bring an individual action in court.
The Commission also issues regulatory and other forms of guidance interpreting the laws it enforces, is responsible for the federal sector employment discrimination program, provides funding and support to state and local fair employment practices agencies (FEPAs), and conducts broad-based outreach and technical assistance programs.
EEOC's strategically designed administrative enforcement program effectively manages between 75,000 and 80,000 charges that are filed annually. Under the Commission's charge processing system:
As a direct result of these initiatives:
In February 1996, the Commission approved its National Enforcement Plan (NEP), which sets out a three- pronged framework for the Commission's enforcement strategy: prevention of discrimination through education and outreach; the voluntary resolution of disputes where possible; and where voluntary resolution fails, strong and fair enforcement. The NEP also identifies priority areas for EEOC investigation and litigation, delegates certain litigation decisions to the General Counsel, and directs the EEOC field offices to develop Local Enforcement Plans (LEPs) which tailor the mandates of the NEP to the particular needs and issues of their communities.
The EEOC's litigation program has achieved significant results in the past few years under the NEP. In fiscal year 1996, the EEOC obtained over $50 million in monetary benefits for discrimination victims. In fiscal year 1997, the amount rose to $111 million in benefits, and represents the largest annual recovery in EEOC history. In fiscal year 1998, the EEOC's litigation program recovered nearly $90 million for victims of discrimination. The EEOC also files amicus curiae or "friend of the court" briefs in trial and Appellate Courts in support of the Commission's position, usually in cases involving novel issues. In fiscal year 1998, the Commission filed 70 such briefs. Among the EEOC's recent litigation achievements are:
The EEOC contracts with approximately 90 FEPAs to process more than 48,000 discrimination charges annually. These charges raise claims under state and local laws prohibiting employment discrimination as well as the federal laws enforced by the EEOC.
The EEOC is responsible for enforcing the anti-discrimination laws in the federal sector. The EEOC conducts thousands of hearings every year for federal employees who have filed discrimination complaints. In addition, when a federal agency issues a final decision on a complaint of discrimination, the complainant can appeal that decision to the EEOC. In fiscal year 1998, the EEOC received 12,218 requests for administrative hearings and resolved 7,494 appeals.
The Commission also ensures that the federal departments and agencies maintain programs of equal employment opportunity required under Title VII and the Rehabilitation Act. Moreover, under Executive Order 12067, the Commission provides leadership and coordination to all federal departments' and agencies' programs enforcing statutes, executive orders, regulations, and policies which require equal employment opportunity or which have equal employment opportunity implications.
In fiscal year 1997, the EEOC launched a home page on the Internet to provide the public with greater access to an array of agency information materials and resources. The new home page can be found on the World Wide Web at http://www.eeoc.gov/. Information included on the home page consists of Annual Reports, addresses and phone numbers of field offices, press releases, fact sheets, and periodicals. Early in fiscal year 1998, the EEOC also added a small business information fact sheet to its web site, highlighting select issues of particular interest to small businesses.
During fiscal year 1997, the EEOC almost doubled the number in annual Technical Assistance Program Seminars (TAPS), offering 65 seminars educating over 8,000 individuals in the private sector and state and local governments about EEOC enforced laws. In fiscal year 1998, EEOC conducted 58 TAPS, reaching 7,100 participants. Agency staff made over 2,100 public presentations, reaching over 87,000 people during fiscal year 1998, and responded to thousands of requests for technical assistance. The EEOC responded to over 100,000 requests from the public, distributing over 450,000 publications, with ADA-related information many in alternative formats making up nearly one fourth of the responses.
Office of Communications and Legislative Affairs
November 1998
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