The Equal Employment Opportunity Commission (EEOC) is a government entity created to eliminate discrimination in the workplace in the U.S. based on an employee’s race, gender, color, religion, national origin, age, disability, or gender. These “immutable characteristics” have no impact on how an employee can perform their job and cannot be used as a means to discriminate. The EEOC wasn’t always around to protect employee rights, but during the 1960’s, when integration and racial issues became heated, it was obvious that certain protections were necessary. Show
1963Congress passed the Equal Pay Act of 1963 (EPA), which protected men and women from sex-based wage discrimination for performing the same job. This Act was the first national civil rights legislation that focused on employment discrimination. Just months later, in August of 1963, almost 250,000 Americans marched in Washington, D.C. for racial equality. This was the largest protest for racial equality in U.S. history up to that time and included Martin Luther King Jr.’s famous “I have a dream” speech. 1964The Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson and included a section (referred to as Title VII) which prohibited employment discrimination. This Act applied to private employers, labor unions and employment agencies and created the EEOC to enforce the Act. 1965On July 2nd, the EEOC opens its doors for business. The EEOC was given a budget of $2.25 million and employed over 100 people. 1967Congress passed the Age Discrimination Employment Act of 1967, which protected employees between 40 and 65 years old from employment discrimination. This Act protected older employees from being unfairly laid off, not receiving their earned health benefits and being overlooked for promotions. Since 1978 the Act even prohibited mandatory retirement in most business sectors. 1978Congress amended Title VII by passing the Pregnancy Discrimination Act of 1978, which clarified that discrimination of a pregnant woman did indeed fall under the category of employment discrimination based on a person’s gender. 1990The Americans with Disabilities Act f 1990 was signed into law. The EEOC became responsible for enforcing Title I of the ADA. This states that private employers, government jobs, unions and employment agencies cannot discriminate against a qualified employee or applicant due to a disability. The EEOC continues to fight for employee rights on a daily basis. If you feel you’ve been discriminated against because of your race, gender, color, religion, national origin, age, disability or gender please contact a Rio Grande Valley employment law attorney immediately to learn more about your rights. About the Author: Jeff Davis is the Owner of the Davis law firm and a highly experienced Rio Grande Valley employment law attorney. To find out more information about a Rio Grande Valley employment lawyer, please visit www.jeffdavislawfirm.com. In a nationally televised address on June 6, 1963, President John F. Kennedy urged the nation to take action toward guaranteeing equal treatment of every American regardless of race. Soon after, Kennedy proposed that Congress consider civil rights legislation that would address voting rights, public accommodations, school desegregation, nondiscrimination in federally assisted programs, and more. Despite Kennedy’s assassination in November of 1963, his proposal culminated in the Civil Rights Act of 1964. President Lyndon Johnson signed it into law just a few hours after it was passed by Congress on July 2, 1964. The act outlawed segregation in businesses such as theaters, restaurants, and hotels. It banned discriminatory practices in employment and ended segregation in public places such as swimming pools, libraries, and public schools. Passage of the act was not easy, however. Opposition in the House of Representatives bottled up the bill in the House Rules Committee. In the Senate, Southern Democratic opponents attempted to talk the bill to death in a filibuster. In early 1964, House supporters overcame the Rules Committee obstacle by threatening to send the bill to the floor without committee approval. The Senate filibuster was overcome through the floor leadership of Senator Hubert Humphrey of Minnesota, the considerable support of President Lyndon Johnson, and the efforts of Senate Minority Leader Everett Dirksen of Illinois, who convinced enough Republicans to support the bill over Democratic opposition. When the compromise bill was finally put to a vote in the Senate, it passed 73 to 27. It was noted in the Congressional Record that applause broke out in the Senate galleries. Title VII of the act created the Equal Employment Opportunity Commission (EEOC) to implement the law. The EEOC enforces laws that prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment. Which legislation was responsible for the creation of the EEOC?Created by the historic Civil Rights Act of 1964, the EEOC was founded to enforce Title VII of that Act, which prohibits discrimination in employment on the basis of race, color, religion, sex or national origin.
Which of the following was responsible for the creation of the Equal Employment Opportunity Commission EEOC )?The Equal Employment Opportunity Commission (EEOC) is an agency of the federal government, created by the Civil Rights Act of 1964 (Title VII).
Which legislation was responsible for the creation of the Equal Employment Opportunity Commission quizlet?The 14th Amendment to the U.S. Constitution led to the establishment of the EEOC. Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public employers or private employers of 15 or more persons.
What is the EEOC responsible for?United StatesEqual Employment Opportunity Commission / Jurisdictionnull
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Which legislation was responsible for the creation of the Equal Employment Opportunity Commission EEOC )?
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