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  What You Should Know: ABCs of the EEOC

                      
                        

          
          
                        What You Should Know:  ABCs of the EEOC
            

      Issuing Authority
          

  This technical assistance document was issued upon approval of the Chair of the U.S. Equal Employment Opportunity Commission.
        

  OLC Control Number
                                              EEOC-NVTA-0000-30


        

  Concise Display Name
                                              What You Should Know:  ABCs of the EEOC


        

  Issue Date
                                              04-20-2015


        

  General Topics
                                              Threshold Issues, Charge Processing, General Info


                

  Summary
                                              This document provides very basic information about what laws the EEOC enforces, how it operates (excluding in the federal sector), and where our offices are located.


        

  Citation
                                              Title VII, EPA, ADEA, ADA, GINA, 29 CFR Part 1601, 29 CFR Part 1604, 29 CFR Part 1605, 29 CFR Part 1606, 29 CFR Part 1620, 29 CFR Part 1621, 29 CFR Part 1625, 29 CFR Part 1626, 29 CFR Part 1630, 29 CFR Part 1635


        

  Document Applicant
                                              Employees, Employers, Applicants, HR Practitioners


        

  Previous Revision
                                              No


        Disclaimer
          

  The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.Who We Are

Image
The U.S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's:

Race
	Color
	Religion
	Sex (including pregnancy, sexual orientation and gender identity)
	National origin
	Age (40 or older)
	Disability
	Genetic informationIt is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases), except for the Equal Pay Act (EPA), which covers virtually all employers. Most labor unions and employment agencies are also covered. Federal equal employment opportunity (EEO) laws also apply in the federal sector.

The laws we enforce apply to all types of work situations, including:

Hiring
	Firing
	Promotions
	Harassment
	Training
	Wages
	BenefitsWhat We Do

Image

The EEOC receives and investigates charges of workplace discrimination from the public.  If we find that discrimination has occurred, we attempt to conciliate between the employer and the employee to obtain back pay or other monetary relief for the individual. We can also seek non-monetary relief in the form of job reinstatement or policy changes. If this attempt fails, the EEOC has the authority to file a lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases where we find discrimination.

We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs.

Where We Operate

Our headquarters is in Washington, D.C., with 53 field offices serving every part of the nation.

Image

Why Were We Created?

Image

The Equal Employment Opportunity Commission was created by Title VII of the Civil Rights Act of 1964. This Act not only addressed discrimination in public and private sector employment, but also discrimination in voting, public accommodations, and education.

We opened our doors on July 2, 1965 - one year after Title VII's enactment into law.

Subsequent legislation expanded the role of the EEOC. Since its creation in 1964, Congress has gradually extended EEOC powers by giving EEOC enforcement authority for the Age Discrimination in Employment Act (ADEA), Equal Pay Act (EPA), Americans with Disabilities Act (ADA) and Genetic Information Non-Discrimination Act (GINA).

How Do We Operate?

The EEOC is a bipartisan federal agency led by five Commissioners who are appointed by the President and confirmed by the Senate. The President designates one of them as Chair and one as Vice Chair. In addition to the Commissioners, the President appoints a General Counsel to support the Commission and provide direction, coordination, and supervision to the EEOC's litigation program.

Additionally, the EEOC provides leadership and guidance to federal agencies on all aspects of the federal government's equal employment opportunity program.

The EEOC is celebrating its 50th anniversary this year, and continues to achieve our nation's goal of equal opportunity in the workplace. Much progress has been made over the last five decades, but our work is not yet finished, as we continue to see blatant and subtle forms of job discrimination. Our anniversary presents an opportune time to remind employers and employees of their rights and responsibilities in the workplace. We are committed to ensuring that our nation's workplaces are inclusive and discrimination-free for the 21st century and beyond.Return to top

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            U.S. Equal Employment Opportunity Commission

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