Equal Employment Opportunity Commission: Case Study

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The U.S. Equal Employment Opportunity Commission
Laws EEOC is responsible for enforcing are:
Federal Laws prohibit workplace discrimination such as, age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment
After a charge is filed against an organization EEOC will notify the organization within 10 days, in many cases, the organization may choose to resolve a charge through mediation and settlement. Both the organization and the Charging Party will be asked to provide information. After the information is submitted then an EEOC investigator will evaluate the information that both parties has submitted to determine if there is reasonable
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EEOC will give the organization time to respond to the allegations, conduct a timely investigation, and inform the organization of the final outcome. Once all information is gathered and the investigator completes his investigation, then the EEOC will determine if the charges have any merit.
If the investigator is unable to find true cause for the discrimination charge, then the charging party will be issued a Dismissal and Notice of Rights. The statement will let the charging party know that they have 90 days to file a lawsuit in federal court.
If the investigator finds that discrimination has occurred both parties will be served with a Letter of Determination. The letter encourages both parties to sit down and resolve the issue in an informal process known as conciliation. But if conciliation does not resolve the issue, then EEOC has the authority to file a lawsuit in a federal court. But if EEOC decides not to litigate, then it is up to the charging party after receiving a Notice of Right to Sue, they have 90 days to file a suit with a federal

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