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The EEOC has the authority to investigate and prosecute cases against most organizations, including labor unions and employment agencies, employing 15 workers or more, or, in the case of age discrimination, 20 or more workers. The commissioner of the EEOC can issue charges without a complainant, referred to as a "commissioner's charge."
In April 2012, the EEOC published an enforcement guidance [2] requiring companies to establish procedures to show that they are not using criminal records to discriminate by race or national origin. The EEOC indicated that they were investigating "hundreds of charges related to the use of criminal history in employment". [3]
Tung then filed a charge with the Equal Employment Opportunity Commission (EEOC). The EEOC has a broad Congressional mandate to investigate and remedy employment discrimination on the basis of race, color, religion, sex, or national origin. 42 U.S.C. § 2000e-2(a). The EEOC requested, subpoenaed, then sued to enforce its subpoena of Tung's ...
Under federal employment discrimination law, employers generally cannot discriminate against employees on the basis of race, [1] sex [1] [2] (including sexual orientation and gender identity), [3] pregnancy, [4] religion, [1] national origin, [1] disability (physical or mental, including status), [5] [6] age (for workers over 40), [7] military ...
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.
Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
President Lyndon Baines Johnson. Equal employment opportunity is equal opportunity to attain or maintain employment in a company, organization, or other institution. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United ...
While campaigning for the presidency in 2008, Obama had promised an executive order banning workplace discrimination on the basis of sexual orientation. [4] On the basis of his campaign statement's, LGBT activists had long expected President Obama to issue an executive order prohibiting government contractors from discriminating on the basis of sexual orientation or gender identity. [5]