Legal Definitions - Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces laws prohibiting workplace discrimination and harassment. It investigates complaints of discrimination, attempts to resolve disputes between employees and employers, and can file lawsuits against employers who violate these federal protections across various employment actions.

The Equal Employment Opportunity Commission (EEOC) is an independent agency of the U.S. federal government. Its primary role is to enforce federal laws that make it illegal to discriminate against a job applicant or an employee because of a person's race, color, religion, sex (which includes pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, or genetic information. These laws apply to most employers with 15 or more employees and cover all aspects of employment, such as hiring, firing, promotions, wages, benefits, and harassment.

When the EEOC receives a complaint of discrimination, it investigates the allegations. If it finds evidence of discrimination, the agency first attempts to resolve the issue through negotiation and settlement with the employer. If a voluntary resolution isn't possible, the EEOC has the authority to file a lawsuit in court on behalf of the individual or group of individuals who experienced discrimination. The EEOC also plays a role in requiring employers to submit certain demographic information about their workforce and in interpreting and expanding the scope of anti-discrimination protections under federal law.

Here are some examples of situations where the EEOC's role would be relevant:

• Hiring Discrimination Based on Age: Sarah, a highly experienced marketing professional in her late 50s, applies for a director position. She has an impressive resume and performs exceptionally well in interviews. However, the company hires a much younger, less experienced candidate, with the hiring manager subtly indicating during feedback that they were "looking for someone with a fresh, modern perspective" and "long-term growth potential" – phrases often used to mask age bias.

  How the EEOC applies: Sarah could file a complaint with the EEOC, alleging age discrimination. The EEOC would then investigate whether the company's hiring practices violated federal laws prohibiting discrimination based on age for individuals 40 and older.

• Workplace Harassment Based on Religion: David, a devout individual, begins working at a new company. Over several months, some colleagues frequently make disrespectful jokes about his religious practices and display offensive caricatures in the breakroom. David reports these incidents to his supervisor, but no action is taken, and the harassment continues, creating a hostile work environment.

  How the EEOC applies: David could report this ongoing religious harassment to the EEOC. The agency would investigate whether the employer failed to provide a workplace free from religious discrimination and harassment, and if necessary, intervene to ensure the company addresses the issue.

• Pay and Promotion Discrimination Based on Gender Identity: Alex, a transgender man, has been working as a project manager for five years, consistently exceeding performance targets. Despite his excellent record, he is repeatedly denied promotions to senior leadership roles, which are instead given to cisgender male colleagues with comparable or lesser experience. He also discovers that his salary is significantly lower than that of his male peers in similar roles.

  How the EEOC applies: Alex could file a complaint with the EEOC, alleging discrimination based on gender identity and sex regarding pay and promotions. The EEOC would investigate whether the company's practices violate federal protections, which include gender identity and sexual orientation under "sex" discrimination.