While nearly everyone has heard of the Equal Employment Opportunity Commission (EEOC), not everyone knows how many laws and regulations fall within their purview. When pressed, many would guess that Title VII of the Civil Rights Act is within EEOC responsibility—and they would be right—but that’s not all.
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In general, the EEOC is responsible for laws that relate to discrimination in the workplace. They generally have the authority (and responsibility) to investigate claims of discrimination and to attempt to settle the situation when discrimination is found. In cases where the EEOC cannot settle a situation, the EEOC also has the ability, if necessary, to file a lawsuit on behalf of the claimant.
What Does the EEOC Do?
Here are the primary laws for which the EEOC provides enforcement:
- Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, national origin, sex, or religion.
- The EEOC also enforces one of the amendments to Title VII—the Pregnancy Discrimination Act—which prohibits discrimination based on pregnancy, childbirth, or any related medical condition.
- GINA—the Genetic Information Nondiscrimination Act, which prohibits discrimination based on any type of genetic information.
- ADEA—the Age Discrimination in Employment Act, which prohibits discrimination based on age against individuals aged 40+.
- ADA—the Americans with Disabilities Act (Title I only), which prohibits discrimination or retaliation based on disability. The ADA also obliges employers to participate in an interactive process to find reasonable accommodations for those with disabilities.
- EPA—the Equal Pay Act, which prohibits paying men and women differently for performing the same work within the same organization.
- Sections 501 and 505 of the Rehabilitation Act, which prohibit discrimination based on disability for those working for the federal government.
Most of these laws also contain provisions that prohibit discrimination or retaliation against anyone who has complained about such, filed a discrimination claim, or participated in an investigation or lawsuit about such a claim.
Please note: in instances where there are other sections of the laws above, such as the Civil Rights Act, the EEOC is only responsible for enforcement of the section noted above but not all sections of that law. It’s also important to note that the EEOC is not responsible for enforcement of every single law that relates to discrimination; there are many exceptions. For example, Title VI of the Civil Rights Act also prohibits discrimination based on the same classes as Title VII, but Title VI relates to programs and activities that receive federal assistance (rather than employment).
Other EEOC Responsibilities
Besides enforcing these laws, the EEOC also performs other related duties. Here are some examples of what the EEOC does:
- Provides outreach and educational programs aimed to reduce discrimination
- Guides federal agencies on the proper implementation of EEO programs
- Monitors affirmative action programs for federal agencies
- Advises judges during EEO hearings
As you can see, the responsibilities of the EEOC extend far beyond Title VII!
*This article does not constitute legal advice. Always consult legal counsel with specific questions.
About Bridget Miller:
Bridget Miller is a business consultant with a specialized MBA in International Economics and Management, which provides a unique perspective on business challenges. She’s been working in the corporate world for over 15 years, with experience across multiple diverse departments including HR, sales, marketing, IT, commercial development, and training.