EEOC assures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes federal sector educational materials and conducts training for stakeholders, provides guidance and assistance to our Administrative Judges who conduct hearings on EEO complaints, and adjudicates appeals from administrative decisions made by federal agencies on EEO complaints.
But what does it mean? The Australian Human Rights Commission has a range of fact sheets to help you develop effective policies and best practice guidelines. We also work to prevent discrimination before it occurs through outreach, education and technical assistance programs.
Sex, including pregnancy, gender identity and sexual orientation National origin Age, if an employee is 40 or older Disability Genetic information It's also illegal to discriminate against someone for complaining about discrimination or suing over discrimination.
Twelve states, over one hundred local governments, and the District of Columbia  have passed statutes that forbid discrimination on the basis of sexual orientation; also, the Employment Non-Discrimination Act would allegedly make sexuality a protected class, but this bill has yet to pass Congress.
Location We carry out our work through our headquarters offices in Washington, D. Gather information, investigate the facts and make a fair decision even if you have to discipline a respected manager. This means that, upon request and at no cost to the individual, recipients are required to provide appropriate auxiliary aids and services to qualified individuals with disabilities.
If one of your employees complains they're the target of discrimination, the smartest thing to do is take it seriously. Find out more about the advantages of employing:. It also specifies that people who engage in illegal drug use are not covered by the ADA.
Most employers with at least 15 employees are covered by EEOC laws 20 employees in age discrimination cases. Federal contractors and other private employers with fewer than employees are not required to report Component 2 compensation data.
When deciding to file a lawsuit, the EEOC considers several factors such as the strength of the evidence, the issues in the case, and the wider impact the lawsuit could have on the EEOC's efforts to combat workplace discrimination.