In today’s society, we live in a place where everyone is quick to sue another individual especially an employer for treating us in an unfair way. The EEOC was formed in order to reduce the chances of an employee suing and employer on the basis of treating the employee unfairly. The EEOC is a federal agency that enforces the federal laws in order to protect employees from any kind of discrimination within the workplace (What You Should Know: ABC 's of the EEOC, “n.d.). The main job of the EEOC is to teach employers how to avoid lawsuits by treating the employees with dignity and without any kind of discrimination occurring that would be subject for an employee to threaten a lawsuit. The EEOC deals with thousands of cases every year, but
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We live in a society that is very diverse and the workforce is also diverse in terms of race as well. Every employee should be treated fairly regardless of race or color. As a society, we are always quick to judge and blame someone that is different from us. Employers do the same thing and they look down on the employees who are a different race from the majority of the employees. Race discrimination is a serious problem that the EEOC has been addressing for years, but just like with retaliation cases it must start with the employer setting strict policies and training programs so that everyone understands that any form of discrimination will not be tolerated. If an employee does file a claim with the EEOC in regards to race, the EEOC first tries to set up mediation but if that does not work, a formal investigation will take place which could lead to going to court with the issue (Ritenhouse, 2013). Title VII supports the efforts of the EEOC in regards to race discrimination. Title VII of the 1964 Civil Rights Act stated, “intentional discrimination is prohibited, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex” (Bernardin, 2013, p. 40). Therefore, when the EEOC is presented a claim of race discrimination, the organization can rely on Title VII to strengthen their position and punish the discriminator in an appropriate manner. The EEOC is just trying to protect the employees best interests and in order to reduce the claims presented to the EEOC, organizations need to be educated and held accountable for understanding all the laws regarding discrimination an how discrimination is not
We live in a society that is very diverse and the workforce is also diverse in terms of race as well. Every employee should be treated fairly regardless of race or color. As a society, we are always quick to judge and blame someone that is different from us. Employers do the same thing and they look down on the employees who are a different race from the majority of the employees. Race discrimination is a serious problem that the EEOC has been addressing for years, but just like with retaliation cases it must start with the employer setting strict policies and training programs so that everyone understands that any form of discrimination will not be tolerated. If an employee does file a claim with the EEOC in regards to race, the EEOC first tries to set up mediation but if that does not work, a formal investigation will take place which could lead to going to court with the issue (Ritenhouse, 2013). Title VII supports the efforts of the EEOC in regards to race discrimination. Title VII of the 1964 Civil Rights Act stated, “intentional discrimination is prohibited, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex” (Bernardin, 2013, p. 40). Therefore, when the EEOC is presented a claim of race discrimination, the organization can rely on Title VII to strengthen their position and punish the discriminator in an appropriate manner. The EEOC is just trying to protect the employees best interests and in order to reduce the claims presented to the EEOC, organizations need to be educated and held accountable for understanding all the laws regarding discrimination an how discrimination is not