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View more information on Workplace Sexual Harassment.
If a current or former employee believes that they have been a victim of unlawful employment discrimination, it is in their best interest to hire an attorney (if they can afford one) and file a complaint with the EEOC.
An employee must go through the EEOC and/or their state counterparts before trying to sue for discrimination in Federal court.
An employee can file a complaint with the EEOC against their employer if they believe they have been discriminated against on the basis of a variety of factors.
Employers are prohibited from treating a woman unfavorably because of pregnancy, childbirth, or medical condition that is related to pregnancy or childbirth.
Race discrimination consists of treating an individual unfavorably based on their race or personal characteristics associated with their race such as skin color, complexion, facial features and hair texture.
Do you feel like your manager or co-worker is targeting you by making discriminating comments about your age, sex or ethnic background which has you feeling upset and emotionally drained?
Workplace discrimination can stop you from promotions, higher pay and the career you deserve.
Sexual harassment is unlawful and can include unwelcome sexual advances, propositions for sexual favors, and any other verbal or physical harassment of a sexual nature.
It is important to note that the EEOC only applies to employers with 15 or more employee's under most federal acts.
Complaints involving age discrimination (ADEA) require that the employer have 20 or more employees.
The agency was established by the Civil Rights Act of 1964 when President Lyndon Johnson signed into law Title VII. Kennedy had initiated the Civil Rights legislation prior to his assassination.
The EEOC was tasked to enforce a variety of anti-discrimination laws including: The EEOC is often the place of first recourse when an employee has a grievance against an employer.
If it is the Federal agency or a workplace regulated by the Canada Labour Code, then workers are covered under the Canadian Human Rights Act, while others recourse to their Provincial or Territorial labor rights agency.