The Equal Employment Opportunity Commission was created by Title VII of the Civil Rights Act of 1964. Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination based on race, color, religion, sex, and national origin. Title VII applies to employers with 15 or more employees, including state and local governments, employment agencies, labor organizations, and the federal government. Title VII also prohibits employment decisions based on stereotypes and presumptions about traits, abilities, or the performance of the individuals of a certain racial group. In June of the 1941, President Franklin D. Roosevelt signed the Executive Order 8802, in which prohibited any type of discrimination based on color, race,
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Even after this order, American troops were not desegregated until the Korean War in 1952. Title VII applied to employers with 100 or more employees within in it's first year, Over the course of another three years, Title VII began to apply to employers with 25 or more employees. It also applied to labor unions and employment agencies, but it did not apply to state, federal, or local government employers. It did not apply to educational institutes either. The EEOC predicted that they would receive about 2,000 cases within their first year, but they ended up receiving a total of 8,852 cases. In March of 1961, President John F. Kennedy signed the Executive Order 10925. This order prohibiting any kind of discrimination based on color also, but it also began the establishment of the President's Committee on Equal Employment Opportunity. Contrasting from previous presidential orders, this Order granted the Committee the authority to punish those that violated the Executive Order. President Kennedy was confident enough that the new enforcement authority would end job discrimination once and for …show more content…
They decided to change it from the one on one full investigation approach to a more strategic approach. The new approach, known as priority charge processing, allows early dismissal of those charges in which the agency has no jurisdiction, and those charges that are either unsupported or sell-defeated. The charges that are prioritized are the ones in which show initial evidence that suggests a violation of law. Congress passes the Age Discrimination in Employment Amendments of 1996, which permanently restores an exemption that permits state and local governments to use age as a basis for hiring and retiring law enforcement officers and firefighters. The Supreme Court then rules that a discharged prosecutor does not need to show that he or she has been replaced by someone that is 40 years old or younger to show unlawful age discrimination. The Commission also adopts a National Enforcement Plan in 1996, which expresses a three pronged approach to enforce federal anti-discrimination laws. In 1997, the EEOC finally creates a homepage on the internet to provide information about the agency to the
Even after this order, American troops were not desegregated until the Korean War in 1952. Title VII applied to employers with 100 or more employees within in it's first year, Over the course of another three years, Title VII began to apply to employers with 25 or more employees. It also applied to labor unions and employment agencies, but it did not apply to state, federal, or local government employers. It did not apply to educational institutes either. The EEOC predicted that they would receive about 2,000 cases within their first year, but they ended up receiving a total of 8,852 cases. In March of 1961, President John F. Kennedy signed the Executive Order 10925. This order prohibiting any kind of discrimination based on color also, but it also began the establishment of the President's Committee on Equal Employment Opportunity. Contrasting from previous presidential orders, this Order granted the Committee the authority to punish those that violated the Executive Order. President Kennedy was confident enough that the new enforcement authority would end job discrimination once and for …show more content…
They decided to change it from the one on one full investigation approach to a more strategic approach. The new approach, known as priority charge processing, allows early dismissal of those charges in which the agency has no jurisdiction, and those charges that are either unsupported or sell-defeated. The charges that are prioritized are the ones in which show initial evidence that suggests a violation of law. Congress passes the Age Discrimination in Employment Amendments of 1996, which permanently restores an exemption that permits state and local governments to use age as a basis for hiring and retiring law enforcement officers and firefighters. The Supreme Court then rules that a discharged prosecutor does not need to show that he or she has been replaced by someone that is 40 years old or younger to show unlawful age discrimination. The Commission also adopts a National Enforcement Plan in 1996, which expresses a three pronged approach to enforce federal anti-discrimination laws. In 1997, the EEOC finally creates a homepage on the internet to provide information about the agency to the