Legal Definitions - Equal Employment Opportunity Commission

The Equal Employment Opportunity Commission (EEOC) is an independent federal agency in the United States. Its primary role is to enforce federal laws that prohibit discrimination in the workplace. These laws protect job applicants and employees from unfair treatment based on their race, color, religion, sex (which includes pregnancy, sexual orientation, and gender identity), national origin, age (for individuals 40 years and older), disability, or genetic information.

The EEOC carries out its mission by:

• Investigating complaints of discrimination filed by individuals.
• Mediating disputes between employees and employers to reach voluntary resolutions.
• Filing lawsuits against employers when it finds evidence of discrimination and attempts at resolution fail.
• Providing guidance, education, and training to employers and employees on their rights and responsibilities under anti-discrimination laws.
• Overseeing and coordinating all federal equal employment opportunity regulations, policies, and practices.

Here are some examples illustrating how the EEOC's work applies in different situations:

• Example 1: Age Discrimination in Hiring

  A 58-year-old marketing director, Mr. Chen, applies for a senior leadership position at a tech company. He has a strong resume with decades of relevant experience and a proven track record of success. Despite his qualifications, the company hires a 32-year-old candidate with significantly less experience, stating they were "looking for someone who better fits our youthful company culture." Believing he was overlooked due to his age, Mr. Chen could file a charge with the EEOC.

  How this illustrates the term: The EEOC would investigate whether the company's hiring decision violated the Age Discrimination in Employment Act (ADEA), which protects individuals aged 40 and over from employment discrimination based on age. The agency would examine the company's hiring practices and the reasons given for not selecting Mr. Chen.

• Example 2: Disability Accommodation Refusal

  Ms. Rodriguez, a graphic designer, develops a visual impairment that makes it difficult to read standard computer screens. She requests a larger monitor and specialized screen-magnification software as a reasonable accommodation from her employer. Her employer denies the request, claiming it's too expensive and disruptive, even though the cost is minimal and the software is readily available. Ms. Rodriguez feels her employer is not fulfilling its legal obligations.

  How this illustrates the term: Ms. Rodriguez could file a complaint with the EEOC. The EEOC would investigate whether the employer failed to provide a reasonable accommodation for her disability, as required by the Americans with Disabilities Act (ADA), and if the employer's refusal was an unlawful act of discrimination.

• Example 3: Gender-Based Pay Disparity

  Mr. Davies, a male nurse, discovers that several female nurses in his department with the same level of experience, education, and job responsibilities are being paid 10-15% more than he is. He has consistently received positive performance reviews and has been with the hospital for the same duration as his higher-paid female colleagues.

  How this illustrates the term: Mr. Davies could file a charge with the EEOC, alleging sex-based wage discrimination. The EEOC would investigate whether the hospital is violating the Equal Pay Act of 1963 or Title VII of the Civil Rights Act of 1964 by paying him less for substantially equal work based on his gender.