Overview The Commission Meetings of the Commission Open Government Newsroom Laws, Regulations, Guidance & MOUs Budget

& Performance Enforcement & Litigation Initiatives Publications Statistics Outreach & Education EEOC History Jobs & Internships Doing Business with EEOC FOIA & Privacy Act Office of Inspector General

Overview
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.

The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The Commission
The U.S. Equal Employment Opportunity Commission (EEOC) is a bipartisan Commission comprised of five presidentially appointed members, including the Chair, Vice Chair, and three Commissioners. The Chair is responsible for the administration and implementation of policy for and the financial management and organizational development of the Commission. The Vice Chair and the Commissioners participate equally in the development and approval of Commission policies, issue charges of discrimination where appropriate, and authorize the filing of suits. In addition to the Commissioners, the President appoints a General Counsel to support the Commission and provide direction, coordination, and supervision to the EEOC's litigation program.

Meetings of the Commission

In accordance with the Government in the Sunshine Act, meetings of the Commission are open to the public. However, all or part of a meeting may be closed for consideration of matters exempted under the Sunshine Act, such as recommendations for litigation, litigation strategy, administrative adjudication and other specified matters. Public observation does not include participation or disruptive conduct by observers. The Commission usually meets on the third Wednesday of the month, although meetings are sometimes scheduled for other times. Commission meeting agendas are normally announced in the Federal Register at least one week in advance of a meeting.
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Next Commission Meeting Meeting of March 15, 2011 - Employment of People with Mental Disabilities Meeting of February 16, 2011 - EEOC to Examine Treatment of Unemployed Job Seekers Meeting of January 19, 2011 - Human Trafficking and Forced Labor Meeting of November 17, 2010 - Impact Of Economy On Older Workers Meeting of October 20, 2010 - Employer Use of Credit History as a Screening Tool Meeting of June 16, 2010 - Proposed Determinations on Petitions to Revoke or Modify Subpoenas (The meeting was closed to the public) Meeting of July 15, 2009 - Age Discrimination in the 21st Century - Barriers to the Employment of Older Workers Meeting of June 17, 2009 - Notice of Proposed Rulemaking Implementing the ADA Amendments Act of 2008 Meeting of April 22, 2009 - on Best Practices To Avoid Discrimination Against Caregivers Meeting of February 25, 2009 - on Notice of Proposed Rulemaking Implementation of Title II of the Genetic Information Non-Discrimination Act of 2008 Meeting of December 11, 2008 - on Implementing ADA Amendments Act of 2008 Meeting of November 20, 2008 - on Employment Discrimination Faced by Individuals with Arrest and Conviction Records Meeting of October 23, 2008 - Issues Facing Hispanics in the Federal Workplace Previous fiscal years

Open Government
On December 8, 2009, the Office of Management and Budget (OMB) issued an Open Government Directive requiring Federal agencies to take specific actions to implement the principles of transparency, participation and collaboration set forth by the President in his first executive action. This webpage is a part of EEOC's response to that directive. We will detail our work in responding to the Directive's requirements, and in meeting the Directive's deadlines for action. We will go a step further, and provide easy access to the many ways in which EEOC is already operating in an open, transparent way. Finally, we will provide tools for you to talk to us about the information we're providing and the work we're doing. Information and Data
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EEOC data via Data.Gov The Directive instructs each agency to publish online high-value data sets in an open format that is platform independent, machine-readable, and free of restrictions on its use. EEOC has published several such data sets through Data.gov, and will continue to add to the collection.

Other information and data EEOC has a wide range of data and information already available on our website and elsewhere, some in machine-readable form, much of it in user-friendly, human-readable form.

Open Government Plan The Open Government Directive requires each agency to develop an Open Government Plan that details how the agency will incorporate the principles of transparency, participation and collaboration into its core mission objectives. We are currently working on our Plan. Evaluating Our Progress The Open Government Directive calls on the Federal Chief Technology Officer and Chief Information Officer to create an Open Government Dashboard to measure progress and impact. EEOC has submitted our initial Dashboard report.

Newsroom
Welcome to the EEOC's Virtual Newsroom, which offers a wide range of information and materials on the Commission's history, functions, procedures, programs, actions and staff, on the statutes we enforce, and on related research, data and statistics. We encourage everyone to browse and search through our continually updated Press Kit, which provides extensive background and context for virtually any question. To contact The Office of Communications, please phone 202-663-4191 or send an e-mail to newsroom@eeoc.gov. Please note, this e-mailbox is intended for reporters, news producers, those writing for news publication and broadcasts, and other people working on news programs or stories. If you are a private citizen seeking EEOC information, please call 202-663-4900 or e-mail info@eeoc.gov.

Laws & Guidance

Laws Enforced by EEOC

Title VII of the Civil Rights Act of 1964 (Title VII) This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.
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The Pregnancy Discrimination Act This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Equal Pay Act of 1963 (EPA) This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The Age Discrimination in Employment Act of 1967 (ADEA) This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Title I of the Americans with Disabilities Act of 1990 (ADA) This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment

discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business. Sections 102 and 103 of the Civil Rights Act of 1991 Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases. Sections 501 and 505 of the Rehabilitation Act of 1973 This law makes it illegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business. The Genetic Information Nondiscrimination Act of 2008 (GINA) Effective - November 21, 2009. This law makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history). The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

New and Proposed Regulations

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EEOC Final Rule Implementing the ADA Amendments Act of 2008 o Questions and Answers on the Final Rule Implementing the ADA Amendments Act of 2008 o Questions and Answers for Small Businesses: The Final Rule Implementing the ADA Amendments Act of 2008 o Fact Sheet on the EEOC s Final Regulations Implementing the ADAAA EEOC Final Rule on Title II of the Genetic Information Nondiscrimination Act of 2008 o Background Information for EEOC Final Rule o Questions and Answers for Small Businesses: EEOC Final Rule Proposed Rule: Rulemaking on the Definition of "Reasonable Factors Other Than Age" Under the Age Discrimination in Employment Act of 1967 Federal Register Notice, February 18, 2010 [PDF] o Questions and Answers: Proposed Rulemaking on the Definition of "Reasonable Factors Other Than Age" Under the Age Discrimination in Employment Act of 1967 Proposed Rule: Rulemaking on A Series of Discrete Changes to Discrimination Complaint Regulations Federal Register Notice, December 21, 2009 [PDF] Proposed Rule: Amendment of Procedural and Administrative Regulations To Include the Genetic Information Nondiscrimination Act of 2008 (GINA) Federal Register Notice, May 20, 2009 [PDF] Proposed Rule: 29 CFR Part 1625 Disparate Impact Under the Age Discrimination in Employment Act Federal Register Notice, March 31, 2008 [PDF]

The EEOC has published its semiannual regulatory agenda pursuant to Executive Order 12866, 58 FR 51735, and the Regulatory Flexibility Act, 5 U.S.C. chapter 6. The agenda lists all regulations that are scheduled for review or development during the next 12 months or that have been finalized since the publication of the last agenda. The Annual Regulatory Plan lists the most important regulations under review or development for the next 12 months.
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Semiannual Regulatory Agenda (Fall, 2010) Annual Regulatory Plan: Statement of Regulatory and Deregulatory Priorities (December, 2010) EEOC's Agency Rule List can be found at RegInfo.gov

Existing Regulations
EEOC's regulations are published annually in Title 29 of the Code of Federal Regulations (CFR). The CFR is available on-line through the U.S. Government Printing Office. The links below will connect you with EEOC's regulations, which are included in parts 1600 through 1699.
1600 Employee responsibilities and conduct 1601 Procedural regulations

1602 Recordkeeping and reporting requirements under title VII and the ADA 1603 Procedures for previously exempt State and local government employee complaints of employment discrimination under section 321 of the Government Employee Rights Act of 1991 1604 Guidelines on discrimination because of sex 1605 Guidelines on discrimination because of religion 1606 Guidelines on discrimination because of national origin 1607 Uniform guidelines on employee selection procedures (1978)
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Adoption of Questions and Answers To Clarify and Provide a Common Interpretation of the Uniform Guidelines on Employee Selection Procedures

1608 Affirmative action appropriate under title VII of the Civil Rights Act of 1964, as amended 1610 Availability of records 1611 Privacy Act regulations 1612 Government in the Sunshine Act regulations 1614 Federal sector equal employment opportunity 1615 Enforcement of nondiscrimination on the basis of handicap in programs or activities conducted by the Equal Employment Opportunity Commission 1620 The Equal Pay Act 1621 Procedures--the Equal Pay Act 1625 Age Discrimination in Employment Act 1626 Procedures--Age Discrimination in Employment Act 1627 Records to be made or kept relating to age: notices to be posted: administrative exemptions 1630 Regulations to implement the equal employment provisions of the Americans with Disabilities Act
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1630.16 and Appendix to Part 1630: Interpretive Guidance on Title I of the Americans with Disabilities Act

1640 Procedures for coordinating the investigation of complaints or charges of employment discrimination

Guidance (by Subject Area)

COVERAGE
New Compliance Manual Section 2 - Threshold Issues (issued 5/12/00) Discusses requirements that a charging party must satisfy before the substantive claim of discrimination can be considered. Topics include protected individuals, covered entities, standing, timeliness, and preclusion. In August 2009, the EEOC issued a revision of the "Threshold Issues" Compliance Manual section to address the time limitations for filing charges alleging compensation discrimination pursuant to the Lilly Ledbetter Fair Pay Act of 2009. The time limitations for filing compensation discrimination charges is addressed in the new subsection 2-IV C.4, "Compensation Discrimination." In July, 2005, EEOC issued a revision of the subsection of the "Threshold Issues" Compliance Manual section concerning time limitations for filing charges, which was originally issued in 2000. The revision conforms the Manual's discussion of the continuing violation doctrine to the Supreme Court's decision in National Railroad Passenger Corp. v. Morgan, 536 U.S. 101 (2002). This revision replaces 2-IV.C, When Did the Alleged Violation Take Place? The new section 2-IV.C is captioned: When Can a Discriminatory Act Be Challenged? Enforcement Guidance: Application of EEO Laws to Contingent Workers Placed by Temporary Employment Agencies and Other Staffing Firms (12/3/97) Explains that staffing firms and their clients both are obligated not to discriminate against temporary or other contingent workers with regard to their hiring, firing, or other terms, conditions, or privileges of employment. Enforcement Guidance: Application of the ADA to Contingent Workers Placed by Temporary Agencies and Other Staffing Firms (12/27/00) Supplements the above guidance by explaining that certain requirements of Title I of the ADA apply to staffing firms and their clients. The guidance focuses on the obligation to provide reasonable accommodation; rules concerning disability related questions and medical examinations; and qualification standards, employment tests, and other selection criteria. Questions and Answers: On Application of the ADA to Contingent Workers Placed by Temporary Agencies and Other Staffing Firms Enforcement Guidance: Whether "Testers" Can File Charges and Litigate Claims of Employment Discrimination (05-22-96)

Explains that persons who apply for employment for the purpose of testing discriminatory hiring practices, but who do not intend to accept such employment, may challenge any discrimination to which they were subjected while conducting the tests. Enforcement Guidance on Application of Title VII and the Americans with Disabilities Act to Conduct Overseas and to Foreign Employers Discriminating in the United States (10/20/93) Addresses the circumstances in which American or American-controlled employers can be liable for discriminating overseas and in which foreign-controlled employers can be liable for discriminating within the United States. It discusses the standards for evaluating when an employer is controlled by an American entity and for evaluating when the "foreign laws" defense is satisfied. With regard to foreign employers who discriminate within the United States, the guidance explores the extent to which treaty protections can limit the applicability of Title VII and/or the ADA. Policy Guidance on the use of the national security exception contained in 703(g) of Title VII of the Civil Rights Act of 1964, as amended (5/1/89) Discusses what an employer must establish to show that a position is subject to national security requirements. Policy Statement on Indian Preference Under Title VII (5/16/88) Sets forth the meaning and scope of the Indian preference provision in Title VII, which permits businesses on or near a Native American reservation to prefer to hire Native Americans.

CHARGE ANALYSIS
Enforcement Guidance on O'Connor v. Consolidated Coin Caterers Corp. (9/18/96) Analysis of the Supreme Court's decision holding that to establish a prima facie case of age discriminatory discharge, it is not necessary that plaintiff's replacement be outside the protected age group, i.e., under the age of forty. Enforcement Guidance on After-acquired Evidence and McKennon v. Nashville Banner Publishing Co. (12/14/95) Discusses the effect of after-acquired evidence on the analysis of a discrimination claim, including the availability of remedies. This issue arises where the investigation includes evidence of a nondiscriminatory reason for a challenged employment decision, but the employer did not acquire the evidence until after the challenged employment decision was made. Enforcement Guidance on Recent Developments in Disparate Treatment Theory ( 7/14/92), as amended, January 16, 2009

Discusses the analysis of disparate treatment claims based on either circumstantial or direct evidence of discrimination, and limitations on remedies in cases involving mixed-motives. [note: updated materials - two new pages were added to the end of the guidance]

HARASSMENT
Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors (6/19/99) Updates 1990 Guidance as it pertains to employer liability for harassment by supervisors and makes clear that the same principles apply to only to sexual harassment but also to unlawful harassment on any of bases protected under the federal employment discrimination statutes. Discusses application of Supreme Court cases in Burlington Indus. Inc. v. Ellerth and Faragher v. City of Boca Raton. Enforcement Guidance on Harris v. Forklift System., Inc. (3/08/94) Explains that, under Harris, a plaintiff need not suffer psychological harm to make out a claim of unlawful harassment. Policy Guidance on Current Issues of Sexual Harassment (03/19/90) Defines when sexual conduct is unlawful harassment. For current information on employer liability, refer to Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors Policy Guidance on Employer Liability under Title VII for Sexual Favoritism (1/12/90) Discusses potential employer liability when an employment opportunity or benefit denied to one employee and given to a supervisor's paramour or to an employee who submits to sexual advances or requests.

COMPENSATION AND BENEFITS

New Compliance Manual Section 10Compensation Discrimination (12/5/00) Explains the standards governing compensation discrimination under Title VII, the ADEA, the ADA, and the Equal Pay Act. Describes how to determine whether differences in employee compensation are discriminatory on the basis of race, color, sex, national origin, religion, age or disability. Questions and Answers: On Compensation Discrimination New Compliance Manual Section 3- Employee Benefits (10/3/0)

Explains the application of the ADEA, the ADA, and Title VII and the EPA to employee benefits. Topics include life and health insurance, long-term and short-term disability, pension and other retirement benefits, severance pay, and early retirement incentives. Describes the circumstances in which employers are allowed to provide lower benefits to older than to younger employees and addresses some of the situations in which employers may make disability-based distinctions in their insurance benefits. Rescission of Section IV (B) of ADEA section of EEOC Compliance Manual Chapter on "Employee Benefits" regarding the Age Discrimination in Employment Act (ADEA) and health insurance, and a related Example regarding retiree health benefits found in Section II (B) of the ADEA section of the same Compliance Manual Chapter

TITLE VII - RACE AND COLOR

New Compliance Manual Section 15 - Race and Color Discrimination (4/19/06) Discusses issues related to evaluating allegations of race/color discrimination, including recognizing unconscious bias; providing equal access to jobs through nondiscriminatory recruitment, hiring, and promotion; harassment and retaliation. Questions and Answers: On Race and Color Discrimination

TITLE VII - RELIGION

New Compliance Manual Section 12 - Religious Discrimination (7/22/2008) This compliance manual section is a comprehensive and updated examination of the issues related to Title VII's prohibition against religious discrimination, which includes numerous examples. Questions and Answers: Religious Discrimination in the Workplace Best Practices for Eradicating Religious Discrimination in the Workplace

TITLE VII - SEX

Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities (5/23/07) Explains how to determine whether discrimination against persons with caregiving responsibilities constitutes unlawful disparate treatment under federal EEO law. Questions and Answers about EEOCs Enforcement Guidance on Unlawful Disparate Treatment of Workers with Caregiving Responsibilities

Employer Best Practices for Workers with Caregiving Responsibilities Enforcement Guidance on Sex Discrimination in the Compensation of Sports Coaches in Educational Institutions (10/29/97) Explains the application of the EPA and Title VII to the issue of sex discrimination in the compensation of sports coaches in educational institutions. Policy Guidance on Veterans Preference Under Title VII (8/10/90) Explains that veteran's preference programs adversely affect the employment opportunities of women; that Title VII exempts legislatively enacted Veterans Preference programs from Title VII challenge, but that employer-created preference programs are not statutorily protected and are presumptively unlawful. Facts About the Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964 Explains the relationship between the requirements for employers under the FMLA and the ADA to grant medical leave, and under the FMLA and Title VII to grant leave for pregnancy and related conditions. For further information about the FMLA, see the Department of Labor site at: http://www.dol.gov/esa/whd/fmla/ Also see: http://www.usdoj.gov/crt/osc/index.html.

TITLE VII - NATIONAL ORIGIN

New compliance Manual Section 13 - National Origin Discrimination (11/22/02) Discusses the changes in demographics that have heightened the significance of Title VII s prohibition of National Origin discrimination, for example, customer preference, security requirements, accent discrimination, English fluency and English-only requirements, and harassment. The section supersedes Sections 622 and 623 of Volume II of the Compliance Manual. Questions and Answers: On National Origin Discrimination

ADA
Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities (5/23/07) Explains how to determine whether discrimination against persons with caregiving responsibilities constitutes unlawful disparate treatment under federal EEO law. Questions and Answers about EEOCs Enforcement Guidance on Unlawful Disparate Treatment of Workers with Caregiving Responsibilities

Employer Best Practices for Workers with Caregiving Responsibilities Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans With Disabilities Act (10/17/02) Discusses a wide range of issues concerning an employer's obligation to provide reasonable accommodations for qualified individuals with disabilities, including requests for reasonable accommodation and the interactive process, different types of accommodations for applicants and employees, and undue hardship. Also includes a resource directory. This document replaces an enforcement guidance with the same name dated 3/1/99. Policy Guidance On Executive Order 13164: Establishing Procedures To Facilitate The Provision Of Reasonable Accommodation (10/20/00) This policy guidance explains the requirements of Executive Order 13164, which requires federal agencies to establish effective written procedures for processing requests for reasonable accommodation. Enforcement Guidance on Disability Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act (July 26, 2000) Explains when it is permissible for employers to make disability-related inquiries and require medical examinations of employees. Questions and Answers: Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the Americans with Disabilities Act Instructions for Field Offices Analyzing ADA Charges After Supreme Court Decisions Addressing "Disability" and "Qualified" (07/26/99) Discusses the Supreme Court's rulings in Sutton v. United Airlines, Inc., Murphy v. United Parcel Service, and Albertsons Inc. v. Kirkingburg, and provides analysis for determining whether individuals who use mitigating measures are covered under the ADA. Also discusses the Supreme Court's decision in Cleveland v. Policy Management Systems Corp, addressing when a person who applies for Social Security Disability Insurance (SSDI) benefits may still be considered "qualified" under the ADA. EEOC Enforcement Guidance on the Americans with Disabilities Act and Psychiatric Disabilities (3/25/97) Addresses how the ADA's definition of disability, standards on disclosing disabilities and assessing direct threat, and requirements to provide reasonable accommodation are applied in the context of psychiatric disabilities. It also addresses conduct and direct threat issues.

EEOC Enforcement Guidance on the Effect of Representations Made in Applications for Benefits on the Determination of Whether a Person Is a "Qualified Individual with a Disability" Under the Americans with Disabilities Act of 1990 (ADA) (2/12/97) Explains why representations made in connection with an application for disability benefits (e.g, social security disability benefits and workers' compensation) should not be an automatic bar to an ADA claim. EEOC Enforcement Guidance: Workers' Compensation and the ADA (9-3-96) Discusses the relationship between Title I of the ADA and state workers' compensation laws. Explains how the standards for determining whether someone has a disability within the meaning of the ADA differ from the standards for determining eligibility for workers' compensation benefits. Reasonable accommodations, including light duty assignments, for individuals with occupational and non-occupational injuries are discussed. ADA Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations (10/10/95) Explains the ADA's provisions on disability related inquiries and medical examinations at the pre and post offer stages. Old Compliance Manual Section 902: Definition of the Term "Disability" and Executive Summary (3/14/95) Provides guidance for determining whether a person has a "disability" as defined by the ADA and Rehabilitation Act, discusses exceptions to the definition of "disability," and explains such terms as "impairment," "major life activities," "substantially limits," "record of," and "regarded as." Interim Enforcement Guidance on the Application of the Americans with Disabilities Act of 1990 to Disability-based Distinctions in Employer Provided Health Insurance (6/8/93) Explains the types of provisions in employer-provided health insurance plans that may violate the ADA. The guidance describes how to identify "disability-based" distinctions in health insurance plans and gives examples of several specific types of provisions that may violate the ADA. Also discusses how an employer might demonstrate that a particular plan provision is not a "subterfuge" to evade the purposes of the ADA.

RETALIATION
New Compliance Manual Section 8 - Retaliation (5/20/98) This manual section provides guidance and instructions for investigating and analyzing claims of retaliation.

REMEDIES
Enforcement Rescission of Enforcement Guidance on Remedies Available to Undocumented Workers under Federal Employment Discrimination Laws (6/27/02) Explains the Commission's rescission in light of the Supreme Court's decision in Hoffman Plastic Compounds, Inc. v. NLRB, which found that illegal immigrants were not entitled to backpay under the National Labor Relations Act, but otherwise expresses the Commission's continued commitment to protect the rights of all workers without regard to immigration status. For further information about immigration related issues see the Office of Special Counsel site: http://www.usdoj.gov/crt/osc/index.html. Enforcement Guidance: Compensatory and Punitive Damages Available under 102 of the Civil Rights Act of 1991 (07/14/92) How to assess the availability and amount of compensatory and punitive damages under 102 of the Civil Rights Act of 1991.

ARBITRATION AND WAIVERS

Policy Statement on Mandatory Binding Arbitration of Employment Discrimination Disputes as a Condition of Employment (7/10/97) Sets forth the Commission's opposition to mandatory binding arbitration and explains the basis for its objections. EEOC Enforcement Guidance on Non-Waivable Employee Rights under EEOC Enforced Statutes (4/11/97) Explains that, in order to discharge its responsibilities to enforce the federal employment discrimination laws, the Commission must be able to investigate all allegations of discrimination and that, therefore, an employee has the right to file a charge with the EEOC even if the employee has signed a waiver of such right.

RELATED LAWS
Policy Guidance on Executive Order 13145: To Prohibit Discrimination in Federal Employment Based on Genetic In Employment Based on Genetic Information (July 2, 2000) Explains that under Executive Order B145, federal departments are prohibited, with limited exceptions, to collect, use and disclose information about the results of an individual's or family member's genetic tests or the individual's family medical history.

Budget and Performance

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Strategic Plan For Fiscal Years 2007 - 2012 (modified) The original version of the Strategic Plan for Fiscal Years 20072012 was implemented on October 1, 2006 (Fiscal Year 2007). Since its implementation, modifications were made in several areas to improve the Strategic Plan and the Commission approved the modified plan, above, on July 28, 2008.

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Budget and Staffing History 1980 to Present FY 2012 Congressional Budget Justification [Previous years] Performance and Accountability Report FY 2010 [Previous years]
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FY 2010 PAR Highlights National Enforcement Plan Plan of the Equal Employment Opportunity Commission for Improving Access to Services for Persons with Limited English Proficiency Employee Surveys o 2010 Federal Employee Viewpoint Survey Summary [PDF] o 2007 Human Capital Survey Results FY 2010 Commercial Activities Inventory [Previous years] Regulatory Flexibility Act Procedures Commission Guidelines o Information Quality Guidelines and Correspondence Web Site Content Inventory
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Enforcement and Litigation

The Equal Employment Opportunity Commission (EEOC or Commission) is the federal agency responsible for enforcing federal laws prohibiting employment discrimination on the basis of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information. The agency began its work in 1965. More than 40 years later, the public continues to rely on the Commission to carry out its responsibility to bring justice and equal opportunity to the workplace. Through its administrative enforcement process, the Commission receives, investigates, and resolves charges of employment discrimination filed against private sector employers, employment agencies, labor unions, and state and local governments, including charges of systemic discrimination. Where the Commission does not resolve these charges through conciliation or other informal methods, the Commission may also engage in litigation against private sector employers, employment agencies and labor unions (and against state and local governments in cases alleging age discrimination or equal pay violations). The EEOC also leads and coordinates equal employment opportunity efforts across the Federal government and conducts administrative hearings and issues appellate decisions on complaints of discrimination filed by federal employees and applicants for federal employment.

EEOC Initiatives
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E-RACE The E-RACE Initiative is designed to improve EEOC's efforts to ensure workplaces are free of race and color discrimination. Specifically, the EEOC will identify issues, criteria and barriers that contribute to race and color discrimination, explore strategies to improve the administrative processing and the litigation of race and color discrimination claims, and enhance public awareness of race and color discrimination in employment

LEAD LEAD (Leadership for the Employment of Americans with Disabilities) is the EEOC's initiative to address the declining number of employees with targeted disabilities in the federal workforce. The goal for this initiative is to significantly increase the population of individuals with severe disabilities employed by the federal government.

Youth@Work The Youth@Work initiative is a national education and outreach campaign to promote equal employment opportunity for America's next generation of workers.

Publications Request Form

Many of the publications listed below are available on the EEOC web site and may be downloaded or printed directly from the site. Select linked publications if you wish to go to the document on the web site. Alternate formats (Braille, large print, etc.) may be ordered from EEOC's Office of Communications and Legislative Affairs, at 202-663-4191 or TTY 202-663-4494. Please enter information using the form below. Your name and address information is required. Including your phone number and/or e-mail address will allow us to contact you if we have questions about your order. If you e-mail with a comment or question,or submit personal information through our web site, we use that information to respond to your message and to get you the information you have requested. We do not share our e-mail with any other organizations, unless we receive a request from an organization conducting a civil or criminal law enforcement investigation. Please make your selection from the titles listed below. If you need more than one copy of an item, please contact: U.S. Equal Employment Opportunity Commission Clearinghouse P.O. Box 541 Annapolis Junction, MD 20701 Fax: (301) 206-9789 or call: 1-800-669-3362 (voice) 1-800-800-3302 (TTY)

Outreach, Education & Technical Assistance

Preventing employment discrimination from occurring in the workplace in the first place is preferable to remedying the consequences of discrimination. EEOC is committed to providing training and technical assistance, outreach and education programs to assist employers, employees and stakeholder groups understand and prevent discrimination. We believe that discrimination can be averted if companies, federal agencies and individuals know their legal rights and responsibilities. No-Cost Outreach and Education Programs: EEOC representatives are available on a limited basis at no cost to make presentations and participate in meetings with employees and employers, and their representative groups, as well as community organizations and other members of the general public.

Through the EEOC Training Institute, EEOC provides fee-based training and technical assistance programs throughout the country, and has training and technical assistance materials available for sale. Federal Sector Training: EEOC provides a variety of training programs geared specifically for federal employees through the Training Institute.

Office of Inspector General

The United States Congress established an Office of Inspector General at the EEOC through the 1988 amendment of the Inspector General Act of 1978, which expanded authority to independent agencies and federal entities. OIGs primary responsibility is to assist the EEOC by ensuring integrity, efficiency, and accountability in the agencys programs to enforce laws against discrimination in the workplace. Specifically, OIG supports the Agency by carrying out its mandate to independently and objectively conduct and supervise audits, evaluations and investigations; prevent and detect fraud, waste, and abuse; and promote economy and efficiency in programs and operations. The OIG keeps EEOCs Chair and members of the Congress fully and currently informed about problems, recommends corrective action(s), and monitors the EEOCs progress in implementing such action. The OIG is under the supervision of the IG, who provides overall direction, coordination, and leadership to staff. The OIG includes a deputy inspector general, an audit and evaluation staff, an investigative staff, an independent counsel, and an administrative staff. The Deputy Inspector General serves as alter ego of the Inspector General and has the responsibility for providing overall program guidance, direction and supervision to audit, evaluation and investigative staffs. The audit program provides assurance to the Chair and Congress that EEOC programs are working efficiently and effectively. The audit staff conducts performance and financial audits, as well as special reviews and evaluations. These audits focus on management controls, administrative and program operations, transaction processing and financial and other information systems. Special reviews and evaluations assess program performance and information security and consider the implications of EEOC programs, operations and policies. The mission of the investigative program is to perform investigative activities related to the integrity of the EEOCs programs. Most of OIGs investigations focus on violations of law or misconduct by Agency employees, as well as, allegations of irregularities or abuses in operations and programs. When needed, OIGs investigators work in concert with other law enforcement entities. Over half of the investigative inquiries result from employees and the general public calling OIGs 24-hour telephone (hotline) to report wrongdoing. A significant amount of these calls concern EEOCs discrimination complaint process and are referred to the appropriate program office.