What is EEO and who does this apply to in the workplace?

What is EEO and who does this apply to in the workplace?

Equal employment opportunity (EEO) means that all employees have the right to be treated equally in all aspects of their jobs. Equal employment opportunity should be available in all areas of employment including recruitment, job allocation, promotion and access to all benefits and opportunities.

Who is covered by EEOC laws?

Applicants, employees and former employees are protected from employment discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 or older), disability and genetic information (including family medical history).

Who are the target groups for EEO?

Four EEO target groups are identified in Federal and State legislation….Policies and Laws about Discrimination

• Aboriginal and Torres Strait Islander people.
• People with a disability.
• Migrants whose first language is not English and their children.
• Women.

Who is over the EEOC?

Janet Dhillon was sworn in as Chair of the U.S. Equal Employment Opportunity Commission on May 15, 2019. She was the 16th Chair of the EEOC.

What does the EEOC do for employees?

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, transgender status, and sexual orientation), national origin, age (40 or …

Is the EEOC effective?

Annual statistics from the EEOC show that its percentage of reasonable cause determinations has declined considerably in recent years, from a high of 9.9 percent in 2001. The EEOC found reasonable cause in only 3.5 percent of complaints in 2018; 2.9 percent in 2017, and; 3.2 percent in 2016.

Who is responsible for issuing decisions on EEO complaints?

The Director of EEO will issue a final FTC decision within 60 days of receiving notice of the request for a final FTC decision. You may request an EEOC hearing within 30 days of receiving the report of investigation. An EEOC AJ will make a decision about the matter.

How long does it take for the EEOC to make a decision?

On average, the EEOC process takes about 10 months, though the investigation should be completed within 180 days after a complaint is filed. As you can see, these numbers do not match. The reality is that investigations take longer than they should.

What can I expect at an EEOC hearing?

At the hearing, you and other witnesses approved by the Administrative Judge will tell the Judge what happened. A court reporter will create a transcript of everything said at the hearing. You will be able to ask questions of the witnesses, and the Administrative Judge may also ask questions.

What questions are illegal in an EEOC interview?

EEOC Guide To Illegal Interview Questions: What You Can’t Ask

• Race. Example: What Is Your Race? or What Nationality Are You?
• Height & Weight. Example: How Tall Are You? or How Much Do You Weigh?
• Financial Information.
• Religious Affiliation Or Beliefs.
• Citizenship.
• Marital Status or Number Of Children.
• Disability and Medical Conditions.
• NYC Only: Salary History.

What are grounds for an EEO complaint?

You can file a formal job discrimination complaint with the EEOC whenever you believe you are: Being treated unfairly on the job because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older) or genetic information; or.

What constitutes an EEO violation?

Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.

What is an example of an unfair labor practice?

Examples include: Refusing to process a grievance because an employee is not a union member. Threatening an employee for filing a ULP charge. Refusing to negotiate in good faith with an agency.

What does the Labor Board investigate?

Section 11(a) of the FLSA authorizes representatives of the Department of Labor to investigate and gather data concerning wages, hours, and other employment practices; enter and inspect an employer’s premises and records; and question employees to determine whether any person has violated any provision of the FLSA.

How do I report unfair work practices?

If you wish to report a widespread violation of labor law by your employer or a violation affecting multiple employees, please contact LETF via phone, online lead referral form or email: Call the LETF Public hotline anytime: Complete the Online Form / Spanish Form. Email us at [email protected].

What is secondary boycott?

An attempt to stop others from purchasing products from, performing services for, or otherwise doing business with a company that does business with another company that is in the midst of a labor dispute.