Federal Laws Enforced by the EEOC
The EEOC enforces several major federal civil rights laws:
Title VII of the Civil Rights Act of 1964: Prohibits employment discrimination based on race, color, religion, sex, or national origin. Covers harassment, hiring, firing, promotion, compensation, and other terms and conditions of employment.
Americans with Disabilities Act (ADA): Prohibits discrimination against qualified individuals with disabilities and requires reasonable accommodations in the workplace.
Age Discrimination in Employment Act (ADEA): Protects individuals age 40 and older from employment discrimination based on age.
Equal Pay Act (EPA): Requires equal pay for equal work regardless of gender.
Genetic Information Nondiscrimination Act (GINA): Prohibits discrimination based on genetic information, including family medical history.
Pregnancy Discrimination Act: Prohibits discrimination based on pregnancy, childbirth, or related medical conditions.
EEOC Authority and Powers
Investigation Authority: The EEOC has broad authority to investigate discrimination charges:
- Subpoena power to obtain documents and testimony
- Right to access employer premises for investigations
- Authority to interview witnesses and examine records
- Power to require employer cooperation with investigations
Enforcement Powers: When the EEOC finds reasonable cause to believe discrimination occurred:
- Authority to attempt conciliation and settlement
- Power to file federal lawsuits against employers
- Ability to seek both individual and systemic relief
- Authority to pursue pattern and practice discrimination cases
Remedial Authority: The EEOC can seek various forms of relief:
- Monetary damages (back pay, front pay, compensatory and punitive damages)
- Injunctive relief (policy changes, training requirements, monitoring)
- Individual remedies (reinstatement, promotion, accommodation)
- Systemic changes to prevent future discrimination
Employer Coverage Requirements
Size Thresholds: EEOC jurisdiction depends on employer size:
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15+ employees: Title VII, ADA, GINA coverage
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20+ employees: ADEA coverage
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All employers: Equal Pay Act coverage
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Government employers: Special coverage rules apply
Employee Count Determination: Employers must meet size thresholds for 20 or more calendar weeks in current or preceding year.
Covered Entities: EEOC jurisdiction extends to:
- Private employers meeting size requirements
- State and local government employers
- Federal government employees (through separate process)
- Employment agencies and labor unions
- Joint employer arrangements