when was the equal employment opportunity commission established
Equal employment opportunity


Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination. The law was the first federal law designed to protect most US employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin (Public Law 88-352, July 2
13809147
History of women in the United States


of the Constitution. One of the most important feminist successes of the early 1970s was when Nixon signed into law the Equal Employment Opportunity Act of 1972 and Title IX of the Education Amendments of 1972. The Equal Employment Opportunity Act of 1972 gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that there has been employment discrimination based on race, color, religion, sex, or national origin. In the case of public employment, the EEOC refers the matter to
12076250
Equal Employment Opportunity Commission


are employed and that employees are treated during employment without regard to their race, creed, color, or national origin." It established the President's Committee on Equal Employment Opportunity, which then Vice President Lyndon Johnson was appointed to head. This was the forerunner of the EEOC. The EEOC was established on July 2, 1965; its mandate is specified under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Rehabilitation Act of 1973, the Americans with
8624832
Equal opportunity


. The Civil Rights Act of 1964 became the legal underpinning of equal opportunity in employment. Businesses and other organizations learned to comply with the rulings by specifying fair hiring and promoting practices and posting these policy notices on bulletin boards, employee handbooks and manuals as well as training sessions and films. Courts dealt with issues about equal opportunity, such as the 1989 Wards Cove decision, the Supreme Court ruled that statistical evidence by itself was insufficient to prove racial discrimination. The Equal Employment Opportunity Commission was established, sometimes reviewing charges of discrimination
3339408
Wichita Civil Rights Equal Employment Opportunity Commission


The Wichita Civil Rights Equal Employment Opportunity Commission (CREEOC) -- also known as the Wichita Civil Rights "and" Equal Employment Opportunity Commission or Wichita Civil Rights / EEO Commission -- was an agency of the government of the City of Wichita, Kansas, active in the 1970s and 1980s, led by a volunteer board of civic leaders, appointed to oversee the operations of the Wichita Civil Rights / EEO Office, to investigate and review cases of alleged unlawful discrimination, monitor the implementation of the city's equal opportunity policies, and
5334028
Equal employment opportunity


, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.). Employment discrimination entails areas such as firing, hiring, promotions, transfer or wage practices and it is also illegal to discriminate in advertising, referral of job applicants, or classification. The Title is pertinent in companies affecting commerce that have fifteen or more employees. The Equal Employment Opportunity Commission (EEOC) is section 705 of the title. Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September
13809148
LGBT rights in the United States


but not to the excepted services such as the military. At the start of 2010, the Obama administration included gender identity among the classes protected against discrimination under the authority of the Equal Employment Opportunity Commission (EEOC). In 2012 the Equal Employment Opportunity Commission ruled that Title VII of the Civil Rights Act of 1964 does not allow gender identity-based employment discrimination because it is a form of sex discrimination. In 2015, the Equal Employment Opportunity Commission concluded that Title VII does not allow sexual orientation discrimination in employment because it
4204023
Equal Employment Opportunity Law (Japan)


the Chief of the Conciliation Commission and gives the Chief the power to preside over meetings. It also provides for the Chief's Deputy, who can preside in the unavoidable absence of the Chief, to be appointed by the Chief. This article establishes the Equal Opportunity Conciliation Conference. The Chief convenes each conference, which requires at least 2 other commissioners in order to meet. It also states that meetings of the commission will not be open to the public. This section delegates the administrative duties of the Conference to the Equal Opportunity
22036163
Equal Employment Opportunity Law (Japan)


's Welfare Law. The law provides for a Conciliation Commission to arbitrate disputes between women and their employers, along with placing specific legal protections into law. The law also establishes what equal opportunities are legally expected of employers. The law has been revised twice since its passage, once in 1997, and once in 2005-2006. The 1997 revisions target discrimination in specific areas of promotion, recruitment, and hiring, while the 2005-6 revisions focus on making employers responsible for eradicating sexual harassment in the workplace. This section
22036160
Equal opportunity


more substantive and abrupt transfer payments called minority set-asides. Many countries have specific bodies tasked with looking at equality of opportunity issues. In the United States, for example, it is the Equal Employment Opportunity Commission; in Britain, there is the Equality of Opportunity Committee as well as the Equality and Human Rights Commission; in Canada, the Royal Commission on the Status of Women has "equal opportunity as its precept"; and in China, the Equal Opportunities Commission handles matters regarding ethnic prejudice. In addition, there
3339394
Disability Rights Commission


The Disability Rights Commission (DRC) was established by the British Labour government in 1999. At that time, the DRC was the UK's third equality commission alongside the Commission for Racial Equality and the Equal Opportunities Commission. Its chairman from 2000 to 2007 was Bert Massie. The DRC was charged with reviewing the Disability Discrimination Act 1995 and recommending its amendment. It had rights of investigation and enforcement of disability legislation, and was responsible for advising employers on how to secure equal acceptance of disabled employees in the workplace. The DRC
11219695
Equal Opportunities Commission v Secretary of State for Trade and Industry


Equal Opportunities Commission v Secretary of State for Trade and Industry [2007] IRLR 327 was an application for judicial review of the new implementation by the government of the Employment Equality (Sex Discrimination) Regulations 2005. It was alleged, and found, that they were incompatible with the Framework Directive, 2000/73/EC. The Equal Opportunities Commission applied for judicial review of the Employment Equality (Sex Discrimination) Regulations 2005 introduced by the defendant secretary of state. The Regulations had made amendments to the Sex Discrimination Act 1975 in order to
418737
Employment discrimination law in the United States


rather, it must simply show that its practice is reasonable. The Equal Employment Opportunity Commission (EEOC) interprets and enforces the Equal Pay Act, Age Discrimination in Employment Act, Title VII of the Civil Rights Act of 1964, Title I and V of the Americans With Disabilities Act, Sections 501 and 505 of the Rehabilitation Act, and the Civil Rights Act of 1991. The Commission was established by the Civil Rights Act of 1964. Its enforcement provisions are contained in section 2000e-5 of Title 42, and its regulations and
21834555
Richard Pimentel


. Commissioned by the President's Committee on Employment of Persons with Disabilities, the Equal Employment Opportunity Commission (EEOC), and the National Institute of Health (NIH), Pimentel co-authored "AIDS in the Workplace" in 1988. This attitudinal training program aimed to reduce congressional resistance to AIDS being covered by the Americans with Disabilities Act (ADA). Shortly after the Americans with Disabilities Act (ADA) was signed into law in 1990, the chair of the U.S. Equal Employment Opportunity Commission publicly thanked Pimentel for educating
11638001
Affirmative action in the United States


: Executive Order 9980 and Executive Order 9981. Executive Order 9980, named Regulations Governing for Employment Practices within the Federal Establishment, instituted fair employment practices in the civilian agencies of the federal government. The order created the position of Fair Employment Officer. The order "established in the Civil Service Commission a Fair Employment Board of not less than seven persons." Executive Order 9981, named Establishing the President's Committee on Equality of Treatment and Opportunity in the Armed Services, called for the integration of the Armed Forces and the creation
20921512
Occupational inequality


origin". With the passage of the Equal Employment Opportunity Act of 1972, the Equal Employment Opportunity Commission regulates the compliance to Title VII of employers with fifteen or more employees. The EEOC investigates and, if deemed necessary, files suit against employers who face charges of discrimination. A brief overview of the forms of discrimination the EEOC investigates shows the advances in equal opportunity legislation over the years. "Age" discrimination outlaws unfair treatment of individuals who are age forty or older. Discrimination practices may include excessive harassment of an individual
15496812
Wichita Civil Rights Equal Employment Opportunity Commission


the City Code." To attain that goal, the CREEOC performed two complimentary functions: The responsibility of this organization was to carry out the city's adopted policies directed at civil rights and equal employment opportunity. This office assisted in the drafting and filing of civil rights complaints related to employment, housing and public accommodations. The responsibility of the program in 1979 included the review of all Equal Employment Opportunity ("EEO")programs submitted by vendors of the City, or by agencies in contract with the City. In addition to the review
5334031
Alice Allison Dunnigan


was a member of the Senate and House of Representatives press galleries, and in 1948 she became a White House correspondent. In 1961 she was named education consultant to the President's Committee on Equal Employment Opportunity. From 1967 to 1970 she was as an associate editor with the President's Commission on Youth Opportunity. Dunnigan was named education consultant to the President's Committee on Equal Employment Opportunity in 1961 and was an associate editor with the President's Commission on Youth Opportunity from 1967 to 1970. Dunnigan was the first black female member
15786227
Canadian Human Rights Commission


The Canadian Human Rights Commission (CHRC) was established in 1977 by the government of Canada. It is empowered under the "Canadian Human Rights Act" to investigate and try to settle complaints of discrimination in employment and in the provision of services within federal jurisdiction. The CHRC is also empowered under the "Employment Equity Act" to ensure that federally regulated employers provide equal opportunities for four designated groups: women, Aboriginal people, the disabled and visible minorities. The CHRC helps enforce these human rights and inform the general public and
18293961
Ableism


, the goal of IDEA is to provide children with disabilities the same opportunity for education as those students who do not have a disability. In 1990, the Americans with Disabilities Act was put in place to prohibit private employers, state and local government, employment agencies and labor unions from discrimination against qualified individuals with disabilities in job applications, when hiring, firing, advancement in workplace, compensation, training, and on other terms, conditions and privileges of employment. The U.S. Equal Employment Opportunity Commission, also known as the EEOC
8937126
LGBT rights in the United States


and Puerto Rico outlaw discrimination based on gender identity or expression. Hate crimes based on sexual orientation or gender identity are also punishable by federal law under the Matthew Shepard and James Byrd, Jr. Hate Crimes Prevention Act of 2009. In 2012 the U.S. Equal Employment Opportunity Commission ruled that Title VII of the Civil Rights Act of 1964 does not allow gender identity-based employment discrimination because it is considered sexual discrimination. In 2015, the U.S. Equal Employment Opportunity Commission concluded that Title VII does not allow sexual orientation discrimination in employment because
4204014
LGBT employment discrimination in the United States


excepted services, such as the Central Intelligence Agency, National Security Agency, and the Federal Bureau of Investigation. Clinton acknowledged its limitations in a statement: At the start of 2010, the Obama administration included gender identity among the classes protected against discrimination under the authority of the Equal Employment Opportunity Commission (EEOC). It was Obamas' wish to further attend to LGBT civil rights not only through legislation, but also the executive branch. In 2012 the Equal Employment Opportunity Commission ruled that Title VII of the Civil Rights Act of
15688048
University of Pennsylvania v. Equal Employment Opportunity Commission


board chairman, and that the board discriminated against her Chinese-American heritage. Tung then filed a charge with the Equal Employment Opportunity Commission (EEOC). The EEOC has a broad Congressional mandate to investigate and remedy employment discrimination on the basis of race, color, religion, sex, or national origin. -2(a). The EEOC requested, subpoenaed, then sued to enforce its subpoena of Tung's tenure review file and the tenure review files of five male faculty members. The University refused to provide review materials, citing
18279038
Lulu Belle Madison White


Americans to have equal civil liberties and equal economic opportunities. In promoting this idea, she encouraged African Americans to seek employment opportunities at businesses that were traditionally regarded as white establishments. While White herself adopted this notion of equal employment opportunity, she was frequently refused to been seen by management and was turned away. To highlight the inequality of employment opportunities among whites and African Americans, she organized group demonstrations condemning managers of this behavior. As a consequence of this, White was sometimes labeled a communist. White remained active as an
10030396
R (Equal Opportunities Commission) v Secretary of State for Employment


R (Equal Opportunities Commission) v Secretary of State for Employment [1995] 1 AC 1 is a UK constitutional law case, concerning judicial review. The United Kingdom had a 16 hour per week threshold for all employment protection legislation, and if one had worked for 5 years in a job before a dismissal, the threshold was reduced to 8 hours per week. From 1979 to 1987 the numbers of part time workers grew 30% and the numbers working under 16 hours grew 66%, to 11% of the labour
15734824
Employment discrimination


discrimination case to be made. In many cases, the courts found it difficult to prove intentional discrimination, thus the disparate impact legal theory was added. It covers the more complicated side of discrimination where "some work criterion was fair in form but discriminatory in practice". Employees must prove that the employment practices used by an employer causes disparate impact on the basis of race, color, religion, sex, and national origin. To help with cases, the Equal Employment Opportunity Commission established a four-fifths rule where federal
890374
Aileen Hernandez


of the California Division of Fair Employment Practices. As a result of her work in this position, she was appointed by Lyndon Johnson in 1964 as the only woman on the newly established Equal Employment Opportunity Commission. However, she resigned in 1966 after just eighteen months, having been frustrated at the commission's lack of speed in addressing cases that involved sexual discrimination. Hernandez helped found and was the National Organization for Women's (NOW) second national president from 1970 to 1971, during which time it organized the Women's Strike
16510067
Dick Estens


for Aboriginal people in Moree who were looking to enter the job market. One of the motivations behind the establishment of the AES was a recommendation from the 1991 Royal Commission into Aboriginal Deaths in Custody that employment promotion committees be established across the country. The Howard Government commissioned Estens to head the "Regional Telecommunications Inquiry" into the proposed sale of Telstra. In late 2002 he delivered what became known as the Estens Report to the government. In 2004 Estens was awarded the Human Rights Medal by the Human Rights and Equal Opportunity Commission
7532448
Chai Feldblum


Chai Rachel Feldblum (born April 1959) was a Commissioner at the Equal Employment Opportunity Commission, a former American law professor at Georgetown University Law Center, and an author and activist for disability rights and LGBT rights. In fall 2009, she was nominated to a position on the Equal Employment Opportunity Commission (EEOC) by President Barack Obama, in April 2010, she received a recess appointment to the EEOC, and in December 2010 she was confirmed to serve on the EEOC by the United States Senate. The Senate confirmed her
18970624
AT&T Corp. v. Hulteen


of America (CWA), the union for the majority of AT&T's nonmanagement employees, filed charges of discrimination with the Equal Employment Opportunity Commission (EEOC), alleging discrimination on the basis of sex and pregnancy in violation of Title VII. In 1998 the Equal Employment Opportunity Commission (EEOC), agreed with the CWA, alleging discrimination on the basis of sex and pregnancy in violation of Title VII and issued a Letter of Determination finding reasonable cause to believe that AT&T had discriminated Hulteen and several other women. In 2001,
21724021
LGBT rights in Queensland


since August 2013. Federal employment protection does include "sexual orientation" in the federal "Fair Work Act 2009". However, in response to Australia's obligation to implement the principle of non-discrimination in employment and occupation pursuant to the International Labour Organisation Convention No.111 (ILO 111), the "Human Rights and Equal Opportunity Commission (HREOC) Act" established the HREOC in 1986, and empowers it to investigate complaints of discrimination in employment and occupation on various grounds, including sexual orientation, and to resolve such complaints
5875966
Sexual harassment


proven, would be deemed an artificial barrier to employment placed before one gender and not another. In 1980 the Equal Employment Opportunity Commission (EEOC) issued regulations defining sexual harassment and stating it was a form of sex discrimination prohibited by the Civil Rights Act of 1964. In the 1986 case of "Meritor Savings Bank v. Vinson", the Supreme Court first recognized "sexual harassment" as a violation of Title VII, established the standards for analyzing whether the conduct was welcome and levels of employer liability, and that speech or
9110912
Civil Rights Act of 1964


is not sufficient to establish a Bona Fide Occupational Qualification ("Equal Employment Opportunity Commission v. Kamehameha School — Bishop Estate", 990 F.2d 458 (9th Cir. 1993)). Title VII allows for any employer, labor organization, joint labor-management committee, or employment agency to bypass the "unlawful employment practice" for any person involved with the Communist Party of the United States or of any other organization required to register as a Communist-action or Communist-front organization by final order of the Subversive Activities Control
16424243
Joy Cherian


Dr. Joy Cherian (Ph.D. International business law) is the first Asian American and first Indian American Commissioner at the United States Equal Employment Opportunity Commission (EEOC). Joy Cherian was appointed as the Commissioner at the United States Equal Employment Opportunity Commission (EEOC) by President Ronald Reagan in 1987, which was seen as a milestone. At the time, he was the highest ranking Indian American in the US government. Appointed by a Republican, but showing true unity of Indian Americans across political boundaries, the Indo-American Democratic
13181263
Debbie Almontaser


setting "Garcetti v. Ceballos", which said that the First Amendment does not apply to public employees in the pursuit of their official duties. On March 3, 2008, she filed an amended complaint in her federal lawsuit and a charge with the Equal Opportunity Employment Commission, both of which assert that Department of Education (DOE) officials discriminated against her on the basis of race, religion, and national origin. The judge rejected Almontaser's claim. In March 2010, the Equal Employment Opportunity Commission (EEOC) ruled Almontaser
20408419
Hobart Taylor Jr.


Hobart T. Taylor Jr. (December 17, 1920 – April 2, 1981) was an African American attorney and civil servant who was Special Legal Counsel and the Executive Vice Chairman of the President's Committee on Equal Employment Opportunities, the forerunner to the Equal Employment Opportunity Commission from 1961 to 1965. He was the first non-white person to direct the staff of a presidential commission. He is credited with coining the phrase "affirmative action". He was appointed Associate Special Counsel to the President in 1964, making him one
6534022
Abercrombie & Fitch


£20,000 in damages. In August 2009, the tribunal ruled the 22-year-old was wrongfully dismissed and unlawfully harassed. She was awarded £8,013 for loss of earnings and wrongful dismissal. In a lawsuit filed in September 2009, "Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores", in U.S. District Court by the U.S. Equal Employment Opportunity Commission, 17-year-old Samantha Elauf said she applied, in June 2008, for a sales position at the Abercrombie Kids store in the Woodland Hills Mall, located in Tulsa,
6856996
Tony Gallegos


to his appointment as a Commissioner of the U.S. Equal Employment Opportunity Commission, Gallegos worked at the Douglas Aircraft Company in California in a number of managerial positions from 1952 to 1982, and became corporate art director. On February 4, 1982 President Ronald Reagan nominated Gallegos to be a Commissioner on the Equal Employment Opportunity Commission (EEOC) for a term to expire July 1, 1984. President Reagan renominated Tony for a follow-on term on the EEOC to expire July 1, 1989. On November 21, 1989, President
786451
LGBT employment discrimination in the United States


Employment Opportunity Commission (EEOC) interprets Title VII of the Civil Rights Act of 1964 to cover discrimination against LGBT employees, as "allegations of discrimination on the basis of sexual orientation necessarily state a claim of discrimination on the basis of sex". This interpretation in essence bars employment discrimination on the basis of sexual orientation in accordance with the Civil Rights Act of 1964. In 2012 the Equal Employment Opportunity Commission ruled that Title VII of the Civil Rights Act of 1964 does not allow gender identity-based employment discrimination because it is
15688043
Employment discrimination against persons with criminal records in the United States


, has periodically issued an 'enforcement guidance' explaining how employers could use criminal records without violating the Civil Rights Act; As of 1998, the Equal Employment Opportunity Commission had interpreted the Civil Rights Act to require that, where an employment policy which discriminates against criminals will have a disparate racial impact, employers must show a business necessity before automatically disqualifying criminals. In April 2012 the EEOC published an enforcement guidance requiring companies to establish procedures to show that they are not using criminal records to discriminate by race or national origin. The
4587248
Wichita Civil Rights Equal Employment Opportunity Commission


promote civil rights and equal employment opportunity for all populations in the City of Wichita. Under Ordinance No. 34-693, adopted by the Wichita Board of City Commissioners on October 26, 1976, CREEOC was assigned responsibility for the combined roles of its two predecessor organizations, from which CREEOC was formed in 1976. Those two prior organizations were: The staff of the new agency, initially referred to as the "Civil Rights and Equal Opportunity Office," were partially funded through federal CETA funds, and drawn from the City
5334029
Pre-hire assessment


. Managers who use tests early in the selection process can spend their limited time focusing on job candidates who are the most promising and likely to be good performers. The U.S. Equal Employment Opportunity Commission (EEOC) offers guidance about using tests in the selection and promotion process. The basic reference is the Uniform Guidelines On Employee Selection Procedures. The regulations are administered by the Equal Employment Opportunity Commission. Information about selection can be found in Part 1607 – Uniform Guidelines On Employee Selection Procedures (1978). In addition the EEOC has
16166904
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores


Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, 575 U.S. ___ (2015), was a United States Supreme Court case regarding a Muslim-American woman, Samantha Elauf, who was refused a job at Abercrombie & Fitch in 2008 because she wore a head scarf, which conflicted with the company's dress code. The Supreme Court of the United States ruled 8-1 in Elauf's favor on June 1, 2015. In 2008, Elauf, then 17 years old, applied for a job at an
718716
Equal Employment Opportunity Commission


The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that administers and enforces civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, children, national origin, religion, sex, age, disability, sexual orientation, gender identity, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice. On March 6, 1961, President John F. Kennedy signed Executive Order 10925, which required government contractors to "take affirmative action to ensure that applicants
8624831
Equal Employment Opportunity Commission


that because the EEOC has not adjusted many of their initial 1991 fines for inflation, the backlog of EEOC cases illustrates erosion of deterrence. In September 2012, Home Depot agreed to pay $100,000 and furnish other relief to settle a disability discrimination lawsuit filed by the EEOC for the alleged failure to provide reasonable accommodation for a cashier with cancer at its Towson, Maryland, store and for later purportedly firing her because of her condition. The U.S. Equal Employment Opportunity Commission (EEOC) announced that it received 99,412 private sector workplace discrimination
8624844
United Kingdom employment equality law


with advice from a solicitor, ACAS or the Citizens Advice Bureau a claim may be brought in an employment tribunal. The Equality Act 2006 established the Equality and Human Rights Commission, a body designed to strengthen enforcement of equality laws. Discrimination is unlawful when an employer is hiring a person, in the terms and conditions of contract that are offered, in making a decision to dismiss a worker, or any other kind of detriment. "Direct discrimination", which means treating a person less favourably than another who lacks the protected
21834564
R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission


the funeral home's owner Thomas Rost. They attempted to mediate a amicable departure, with Rost offering Stephens a severance package, but she refused to take it. Stephens filed a complaint with the Equal Employment Opportunity Commission (EEOC), believing she had been discriminated against due to being transgender. EEOC agreed and took the case against the funeral home to the United States District Court for the Eastern District of Michigan. There in 2016, the district court found for the funeral home on two bases: first, that in Title
11275995
University of Pennsylvania v. Equal Employment Opportunity Commission


University of Pennsylvania v. Equal Employment Opportunity Commission, 493 U.S. 182 (1990), is a US labor law case of the US Supreme Court holding neither common law evidentiary privilege, nor First Amendment academic freedom protects peer review materials that are relevant to charges of racial or sexual discrimination in tenure decisions. Rosalie Tung, then an associate professor at the Wharton School of Business at the University of Pennsylvania, was denied a tenure position by a tenure review board. Tung alleged that she had been the victim of sexual harassment by the
18279037
Gender pay gap in Australia


for Women) Act 1986" was enacted to improve equity in the Australian workforce and establish the Affirmative Action Agency. It aimed to promote equal opportunity for women in employment and eliminate discrimination by the employer against women. In 1999 the agency was changed to the Equal Opportunity in the Workplace Agency to administer the "Equal Opportunity for Women in the Workplace Act 1999" (Commonwealth). In 2009 an Australian House of Representatives Pay Equity Report called on the Commonwealth Government to elevate pay equity to be a clear objective of modern awards
900980
Employment testing


. However, this can be considered by the Equal Employment Opportunity Commission as the employer having knowledge of a medical condition prior to an offer of employment. This is an illegal basis for a hiring decision in the United States. Employers considering personality tests should focus on tests designed for job purposes and do not provide any information regarding an applicant's mental health or stability. Notable situations in which the MMPI may be used are in final selection for police officers, fire fighters, and other security and emergency personnel, especially when the
6900368
R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission


R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission is a pending case to be heard by the Supreme Court of the United States, related to whether discrimination on the basis of sexual orientation and gender identity is legal under Title VII of the Civil Rights Act of 1964. Aimee Stephens considered herself a transgender woman for most of her adult life but presented herself as a male, which caused her constant emotional stress. In 2013, she decided to come out to family and friends, and arranged to undergo reassignment surgery
11275993
Hosanna-Tabor Evangelical Lutheran Church & School v. Equal Employment Opportunity Commission


Hosanna-Tabor Evangelical Lutheran Church and School v. Equal Employment Opportunity Commission, 565 U.S. 171 (2012), is a United States Supreme Court case in which the court unanimously ruled that federal discrimination laws do not apply to religious organizations' selection of religious leaders. In 1999, Cheryl Perich started teaching at Hosanna-Tabor Evangelical Lutheran Church and School in Redford, Michigan. In addition to other duties, Perich led students in prayer and taught a religion class several days a week. In 2004, Perich left on disability and
18523817
Transgender rights in the United States


Homes Inc. v. Equal Employment Opportunity Commission", the 6th Circuit Court of Appeals had ruled that Harris Funeral Homes had wrongfully fired its employee Aimee Stephens after she had notified them of her transgender status in 2013, as it conflicted with the owner's religious beliefs. The Equal Employment Opportunity Commission sued the funeral homes on basis of violating Stephens' rights under Title VII of the Civil Rights Act, which explicitly states that businesses may not discriminate on basis of sex, which the 6th Circuit interpreted to include gender identity aspects. The
18996503
Civil Rights Act of 1964


, the defendant can be fined an amount not to exceed $1,000 or imprisoned for not more than six months. Between 1965 and 1972, Title VII lacked any strong enforcement provisions. Instead, the Equal Employment Opportunity Commission was authorized only to investigate external claims of discrimination. The EEOC could then refer cases to the Justice Department for litigation if reasonable cause was found. The EEOC documented the nature and magnitude of discriminatory employment practices, the first study of this kind done. In 1972, Congress passed the Equal Employment Opportunity Act
16424254
LGBT rights in Australia


reproduction. Prior to 1 August 2013, Australia did not comprehensively outlaw discrimination based on sexual orientation at the federal level. However, in response to Australia's agreement to implement the principle of non-discrimination in employment and occupation pursuant to the International Labour Organisation Convention No.111 (ILO 111), the "Human Rights and Equal Opportunity Commission Act 1986" established the HREOC, and empowers it to investigate complaints of discrimination in employment and occupation on various grounds, including sexual orientation, and to resolve such complaints by conciliation. If
4468867
Equal Employment Opportunity Commission


2007, the EEOC's EEO-1 report must use the new racial and ethnic definitions in establishing grounds for racial or ethnic discrimination. If an employee identifies their ethnicity as "Hispanic or Latino" as well as a race, the race is not reported in EEO-1, but it is kept as part of the employment record. A person's skin color or physical appearance can also be grounds for a case of racial discrimination. Discrimination based on national origin can be grounds for a case on discrimination as well. EEOC applies an investigative
8624842
Fiona Krautil


Fiona Lea Krautil (born 20 February 1956) is an Australian specialist in inclusion, diversity and equal opportunity in the workplace. From 1999 to 2004 Krautil was director of the Equal Opportunity for Women in the Workplace Agency (EOWA), an Australian federal government agency. During her tenure, she established the Women in Leadership Census, the EOWA Business Achievement Awards and the EOWA Employer of Choice Citation. She has previously held positions in workforce diversity and equal employment opportunities at the University of Sydney, Australia and New Zealand Banking Group
20288335
Segregation in Northern Ireland


merged with the Equal Opportunities Commission, the Commission for Racial Equality and the Northern Ireland Disability Council to become part of the Equality Commission for Northern Ireland. An Equality Commission review in 2004 of the operation of the anti-discrimination legislation since the 1970s, found that there had been a substantial improvement in the employment profile of Catholics, most marked in the public sector but not confined to it. It said that Catholics were now well represented in managerial, professional and senior administrative posts, although there were some areas of under-
6630506
Steve Adler (politician)


discrimination cases. This work included representing women as well as Hispanic, African American and other minority workers in federal court, before the Equal Employment and Opportunity Commission and on matters filed with the Austin Human Rights Commission. He represented clients seeking equal treatment and opportunity in the workplace, redress from sexual harassment and denial of equal pay for equal work. Adler has argued before state appellate courts, the United States Court of Appeals for the Fifth Circuit, and the Texas Supreme Court and was named a Texas Super Lawyer from 2007-
397220
Affirmative action in the United States


provision established the Equal Employment Opportunity Commission as the agency charged with ending discrimination in the nation's workplace. Conservatives said that Title VII of the bill advocated a de facto quota system, and asserted unconstitutionality as it attempts to regulate the workplace. Minnesota Senator Hubert Humphrey corrected this notion: "there is nothing in [Title VII] that will give power to the Commission to require hiring, firing, and promotion to meet a racial 'quota.' [. . .] Title VII is designed to encourage the hiring on
20921524
Employment discrimination law in the United States


conditions," they should be provided equal pay. The Fair Labor Standards Act applies to employers engaged in some aspect of interstate commerce, or all of an employer's workers if the enterprise is engaged as a whole in a significant amount of interstate commerce. Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the employment relationship. "Title VII created the Equal Employment Opportunity Commission (EEOC) to administer the act". It applies to most employers engaged in interstate commerce with more than 15
21834533
PATCOB


PATCOB (Professional, Administrative, Technical, Clerical, Other white collar, and Blue collar) are occupational categories established by Equal Employment Opportunity Commission (EEOC). They are used for statistical reporting on data collected by the United States Census Bureau, employer reports or federal agencies. The approximately 420 federal employee Occupational Specialty Codes from the United States Office of Management and Budget are characterized into one of these categories by the EEOC for statistical reporting and evaluation of affirmative action programs. For workers outside the government, the civilian labor force
1512103
Age stratification


discrimination on the basis of one's age is prohibited in the workplace by the Age Discrimination in Employment Act of 1967. Enforced by the Equal Employment Opportunity Commission, the act is meant to keep employers unbiased in regards to age when dealing with hiring, promotions, terms, etc. The law also makes it illegal for employees to be harassed due to their age. Emergence of new occupations can lead to a polarization of age cohorts by workforce. As a result, a quick shift of the occupational distribution increases occupational age discrimination
3459309
Diversion Investigator


security clearances (Office of Personnel Management and the Defense Security Service) or investigations of equal employment opportunity violations (Equal Employment Opportunity Commission). In 1995, DEA reclassified DIs to series 1801 (general inspection, investigation, enforcement, and compliance) to reflect the position's mixture of criminal, civil, and administrative investigative duties. In order to accomplish their mission, DIs employ a wide range of investigative activities. One such activity is the scheduled regulatory investigation (or audit) of registered handlers of controlled substances. These investigations
1113293
Tony Gallegos


George H.W. Bush announced his intention (reappointment) to nominate Tony E. Gallegos to be a member of the Equal Employment Opportunity Commission for the term expiring July 1, 1994. When on April 5, 1993 President Bill Clinton designated Commissioner Gallegos as Acting Chairman of the EEOC, he became the Commission's first Hispanic leader to serve in this capacity. During his tenure at the EEOC, Gallegos expanded the agency's Tribal Employment Rights Organizations Program. As Commissioner of the EEOC, he initiated the 1983 Hispanic Charge Study. This study
786452
Equal Employment Opportunity Commission


courts and would need to be addressed by the Supreme Court for a final decision. The Commission also mediates and settles thousands of discrimination complaints each year prior to their investigation. The EEOC is also empowered to file civil discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. In 1975, when the backlog reached more than 100,000 charges to be investigated, President Gerald Ford's full requested budget of $62 million was approved. A "Backlog Unit" was created in Philadelphia in
8624837
No Name in the Street


and public education, to extend the Commission on Civil Rights, to prevent discrimination in federally assisted programs, to establish a Commission on Equal Employment Opportunity, and for other purposes. The full title of the Voting Rights Act of 1965 was to enforce the 15th Amendment to the US Constitution, and for other purposes. In the book, Baldwin discusses his whereabouts during the murders of two of the movement's most influential titanic figures – Malcolm X and Martin Luther King Jr. He discusses his involvement, philosophies the meaning of the movement
15166881
Paul Igasaki


consultant on equal employment, diversity, legal services, government, and community affairs matters. Clients included the Epilepsy Foundation, Southeast Asian Research Action Center, U.S. Army, and U.S. Air Force. Igasaki served as vice chair, chair, and commissioner of the U.S. Equal Employment Opportunity Commission from 1994 until 2002. Noted for his management overhaul of the Commission’s case handling system, his initiatives streamlined the process and eliminated the crippling case backlog. Under his leadership, Igasaki moved the Commission to protect the rights of all Americans,
10473584
Equal Opportunities Commission (Hong Kong)


The Equal Opportunities Commission (EOC) is a statutory body responsible for implementing the Sex, Race, Disability, and Family Status Discrimination Ordinances in Hong Kong. The Commission was established in 1996 as an independent body to investigate complaints, facilitate mediation and take legal action against offenders. The Hong Kong government has had a history of opposing anti-discrimination legislation. When the United Kingdom ratified the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) in 1986, the effect of CEDAW was extended to other British
1320197
Contracts of Employment Act 1963


into the Redundancy Payments Act 1965 and the Industrial Relations Act 1971. However, for notice and terms of employment, the threshold was gradually lowered and then abolished after it was found incompatible with the Equal Treatment Directive, 76/207/EEC, by the House of Lords in "R v. Secretary of State for Employment, ex parte Equal Opportunities Commission". To get a written statement, it was necessary to wait for five weeks of employment. Under the Act, it was a criminal offence, punishable by fine, for the
1760850
Presidential Commission on the Status of Women


commissions to Washington annually to discuss best practices to combat such discrimination. At the 1966 meeting of commissions in Washington, several of the attendees began talking with each other about their frustrations with the Equal Employment Opportunity Commission's (EEOC) failure to enforce the provision barring sex discrimination in employment. Howard W. Smith (Virginia) had added "sex" into the employment provision (Title VII) of the 1964 Civil Rights Act at the request of the Virginia branch of the National Woman's Party so that white women would be protected
9281704
Equality Commission for Northern Ireland


On 1 October 1999 the Commission took over the functions previously exercised by the Commission for Racial Equality for Northern Ireland, the Equal Opportunities Commission for Northern Ireland, the Fair Employment Commission and the Northern Ireland Disability Council. Since 1999, a number of new pieces of legislation have been introduced. The Commission is now responsible for promoting awareness of and enforcing anti-discrimination law on the following grounds: age, disability, race, sex (including marital and civil partner status), sexual orientation, religious belief and political opinion.
8496834
Martin Edwards (author)


his work for employers, he has throughout his career acted for many employees, and also for organisations such as the Equal Opportunities Commission, acting as the advocate for victims of pregnancy discrimination in two major cases: "Lavery v Plessey Telecommunications Ltd" [1982] ICR 373 and "Fewster v Ferry Casinos Ltd" (1999) UKEAT 408. Originally, he established distinct reputations in the fields of employment law and commercial law; his first published book concerned legal aspects of business computer acquisition, and in 1985 he acted as
5343132
Employment practices liability


1964, the ADA (Americans with Disabilities Act) of 1990, the Civil Rights Act of 1991, ADEA (Age Discrimination in Employment Act) of 1967, and Family and Medical Leave Act (FMLA). The Equal Employment Opportunity Commission (EEOC) interprets and enforces these laws. The EEOC recognizes eleven types of employment practices discrimination: age, disability, equal pay/compensation, genetic information, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment. Analysis of annual claims
9204432
Bona fide occupational qualification


Americans with Disabilities Act (ADA) does not contain a BFOQ defense; nonetheless, according to the United States Equal Employment Opportunity Commission, "an employer may defend the use of a qualification standard that screens out an individual on the basis of disability by showing that the standard is job related and consistent with business necessity." In UK employment discrimination law, a GOQ exists when the nature of a particular job causes the sex or gender of an applicant to become a reasonable cause for choosing one applicant over another. GOQs are
12941851
History of lesbianism in the United States


, President Obama signed Executive Order 13672 adding both "sexual orientation" and "gender identity" to the categories protected against discrimination in employment and hiring on the part of federal government contractors and sub-contractors. In 2015, an important victory came when the U.S. Equal Employment Opportunity Commission concluded that Title VII of the Civil Rights Act of 1964 does not allow sexual orientation discrimination in employment because it is a form of sex discrimination. In 2017, the Supreme Court ruled in "Pavan v. Smith" that in regard to the
22100903
Leah Rosenfeld


Civil Rights Act of 1964 and its Title VII made it illegal for employers to discriminate against women in hiring practices, and created the Equal Employment Opportunity Commission (EEOC) to redress employment grievances. When the Southern Pacific Railroad gave the position of agent/telegrapher at Thermal, California, to a man with less seniority in March 1966, she took her case to the EEOC, which advised her to file suit against the State of California. On August 30, 1968, she filed suit against the State of California, the
7484419
William H. Brown III


Brown also served for some time as the Chief of the Fraud unit and as a Deputy District Attorney for the City of Philadelphia. Brown was appointed to the EEOC by President Lyndon Johnson in 1968 and named the Commission's Chairman by President Richard Nixon in 1969. He was the fourth Chairman of the Equal Employment Opportunity Commission (EEOC). He served in that role until December 23, 1973. During his time as Chairman, the EEOC took significant steps in establishing its role in American life and in fighting discrimination, including
828467
Equal opportunity


internal hiring and promotion decisions. A report in "USA Today" suggested that the goal of equal opportunity was "being achieved throughout most of the business and government labor markets because major employers pay based on potential and actual productivity". Fair opportunity practices include measures taken by an organization to ensure fairness in the employment process. A basic definition of equality is the idea of equal treatment and respect. In job advertisements and descriptions, the fact that the employer is an equal opportunity employer is sometimes indicated by the abbreviations EOE or
3339403
Kathlene Contres


it was established. She oversees a joint-service school supporting all Department of Defense and U.S. Coast Guard equal opportunity and equal employment opportunity (EO/ EEO) program and research requirements. The Department of Defense (DoD) established the Defense Equal Opportunity Management Institute, originally chartered as the Defense Race Relations Institute, in 1971 in response to recommendations from an inter-service task force examining the causes of racial turmoil on military installations and aboard ships. In its early years, the Institute trained military members and DoD civilians to lead
17188619
Iowa Civil Rights Commission


Civil Rights Act, cities with a population over 29,000 must have a local commission. The Commission coordinates its investigative efforts with these local commissions. In addition, the Commission will also partner with the local commissions to for educational outreach events to the public. The Iowa Civil Rights Commission also cooperates with federal anti-discrimination agencies. The Equal Employment Opportunity Commission (EEOC) has the designated the Iowa Civil Rights Commission as the Fair Employment Practices Agency (FEPA) for Iowa. As a FEPA, the Commission has a worksharing agreement
10237010
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores


Abercrombie & Fitch store in Tulsa, Oklahoma. During her interview with the company, she was wearing a head scarf, but did not say why. The woman interviewing her, Heather Cooke, was initially impressed with Elauf, but also concerned about her head scarf. Cooke had told the manager of the store that she thought Elauf was wearing the scarf for religious reasons, but the manager responded that employees were not allowed to wear hats at work, and so declined to hire her. In 2009, the Equal Employment Opportunity
718717
Transgender Legal Defense & Education Fund


Civil Rights Division for the right to use the restroom appropriate to her gender, and "Schawe-Lane v. Amazon", in which the U.S. Equal Employment Opportunity Commission found evidence of harassment and discrimination against a husband and wife couple at the Amazon distribution center in Hebron, Kentucky, currently pending in the United States District Court for the Eastern District of Kentucky. The organization recently won rulings from the U.S. Equal Employment opportunity against Walmart in two cases: "Robison v. Walmart" , and "Bost v. Walmart" (also
8618812
Equal Employment Opportunity Commission


mediation, settlements, conciliations, and withdrawals with benefits. The number of charges resolved through successful conciliation, the last step in the EEOC administrative process prior to litigation, increased by 18 percent over 2011. On May 1, 2013, a Davenport, Iowa jury awarded the U.S. Equal Employment Opportunity Commissission damages totaling $240 million — the largest verdict in the federal agency's history — for disability discrimination and severe abuse. The jury agreed with the EEOC that Hill County Farms, doing business as Henry's Turkey Service subjected a
8624848
Employment discrimination against persons with criminal records in the United States


Act; in April 2012 it published an enforcement guidance requiring companies to establish procedures to show that they are not using criminal records to discriminate by race or national origin. The size of the problem is unknown. Title VII of the Civil Rights Act of 1964 makes some forms of discrimination against certain categories of persons in the United States illegal. It defines two types of discrimination: disparate treatment and disparate impact. The Equal Employment Opportunity Commission (EEOC), who has been enforcing Title VII since it came into effect in 1965
4587247
History of gay men in the United States


" to the categories protected against discrimination in employment and hiring on the part of federal government contractors and sub-contractors. Another important victory came in 2015, when the U.S. Equal Employment Opportunity Commission concluded that Title VII of the 1964 Civil Rights Act does not allow sexual orientation discrimination in employment because it is a form of sex discrimination. In 2017, the Supreme Court ruled in "Pavan v. Smith" that in regard to the issuing of birth certificates, no state can treat same-sex couples differently than heterosexual ones.
12594663
LGBT employment discrimination in the United States


a form of sex discrimination. Then in 2015, the Equal Employment Opportunity Commission concluded that Title VII of the Civil Rights Act of 1964 does not allow sexual orientation discrimination in employment because it is a form of sex discrimination. However, these rulings, while persuasive, may not be binding in courts. On April 9, 2015, the gender identity ruling went into effect when Judge Mary S. Scriven of the U.S. District Court for the Middle District of Florida approved a consent decree entered into between the EEOC and Lakeland Eye Clinic
15688044
LGBT rights in Western Australia


, protecting LGB people in areas of employment, education, accommodation and the provision of goods, services and facilities, amongst a host of other aspects of public life. These laws technically provide less protections for transgender Western Australians, who are classified in the Equal Opportunity Act and by the Equal Opportunity Commission of Western Australia as 'Gender History'; providing protections for those who have reassigned gender as certified under the "Gender Reassignment Act 2000". In October 2018, the McGowan Labor Government revealed it would submit the Equal Opportunity
10096513
Transgender legal history in the United States


opens the door for any transgender employees or potential employees who have been discriminated against by a business hiring 15 or more people in the US based on their gender identity to file a claim with the EEOC for sex discrimination. In 2012 the Veterans Health Administration declared that transgender veterans are able to change the gender marker on their medical records by providing a physician's letter confirming gender reassignment. There were also two important advances in equal opportunity employment for transgender people at this time. In 2012 the Equal Employment Opportunity Commission expanded upon these
11711308
Lutheran Church–Missouri Synod v. FCC


Lutheran Church–Missouri Synod v. FCC was a 1998 D.C. Circuit Court of Appeals case involving the Federal Communications Commission's (FCC) enforcement of the Equal Employment Opportunity Act and the Fifth Amendment. The FCC claimed that the Lutheran Church–Missouri Synod had violated the FCC's Equal Employment Opportunity requirements by not hiring enough minorities/women and by requiring a knowledge of Lutheran doctrine in order to be hired to work at its two FM and AM radio stations located in Clayton, Missouri. The Lutheran Church–Missouri Synod first began
16967162
Equal Employment Opportunity Law (Japan)


The Ordinance for the Enforcement of the Act on Ensuring Equal Opportunities for and Treatment of Men and Women in Employment (雇用の分野における男女の均等な機会及び待遇の確保 等に関する法律施行規則), commonly known as the Equal Employment Opportunity Law, is a Japanese labor law, passed in May 1985 and implemented in April 1986, designed to implement an earlier law, the Act on Equal Opportunity Between Men and Women in Employment, requiring equal employment opportunities between men and women, passed in 1972. This law also provided amendments to the Japanese Labor Standards Act of 1947 and the Working Women
22036159
Equal Employment Opportunity Commission


1978 to resolve the thousands of federal equal employment complaints inherited from the Civil Service Commission. In 1980, Eleanor Holmes Norton began re-characterizing the backlog cases as "workload" in her reports to Congress, thus fulfilling her promise to eliminate the backlog. In June 2006, civil rights and labor union advocates publicly complained that the effectiveness of the EEOC was being undermined by budget and staff cuts and the outsourcing of complaint screening to a private contractor whose workers were poorly trained. In 2006, a partial budget freeze prevented the
8624838
Accent reduction


totally eliminate the accent. Business professionals, physicians, professors, researchers, telemarketers, etc. oftentimes request accent reduction training be provided by their employers so they can communicate more effectively with their colleagues, clients, and customers. Foreign born students and professionals can benefit from accent modification training to improve their English intelligibility to be more competitive when interviewing for jobs.  Under U.S. labor law, employers can make job decisions based on accent if it interferes with work. The federal Equal Employment Opportunity Commission does receive a small number of complaints
5890639
Wichita Civil Rights Equal Employment Opportunity Commission


offenses by the City government) for prosecution. The city of Wichita was the first city in Kansas to adopt the Kansas Act Against Discrimination by reference (incorporate it into local law). This act provided enforcement authority for the local civil rights commission in the areas of employment, public accommodations, and housing. CREEOC—according to a July, 1980 review by the Kansas Advisory Committee to the United States Commission on Civil Rights—had "identical investigative and remedial authority to that of the State commission [(KCCR)]
5334034
Equal Rights Amendment


the lobbying of Alice Paul and Coretta Scott King and the skillful politicking of Representative Martha Griffiths of Michigan. A new women's movement gained ground in the later 1960s as a result of a variety of factors: Betty Friedan's bestseller "The Feminine Mystique"; the network of women's rights commissions formed by Kennedy's national commission; the frustration over women's social and economic status; and anger over the lack of government and Equal Employment Opportunity Commission enforcement of the Equal Pay Act and Title VII of the Civil Rights Act
14507616
Bathroom bill


and the religious concerns of customers using the funeral home's services. When the parties could not reach agreement, the employer fired her. After receiving a complaint, the Equal Employment Opportunity Commission (EEOC) sued the funeral home on behalf of the employee. If the Supreme Court agrees with the EEOC's position, that sexual orientation discrimination and gender identity discrimination are de facto discrimination on the basis of "sex" under the language of Title VII, that ruling would likely ensure access to toilets in the workplace by virtue of
10215432
Society for Human Resource Management


consider when determining how to amend the definition of the term "job applicant" for the purposes of record keeping required by companies in order to comply with affirmative action and anti-discrimination laws. In 2003, SHRM conducted an e-mail survey of its members to gauge the effectiveness of the Equal Employment Opportunity Commission (EEOC) It presented the results of this survey to the EEOC at a meeting on September 8, 2003. In November 2006, the Office of Disability Employment Policy (ODEP) of the U.S. Department of
20774303
Sexual harassment


harassment while online. The United States' Equal Employment Opportunity Commission (EEOC) defines workplace sexual harassment as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature . . . when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment” (EEOC). Throughout the United States workplace, 79% of sexual harassment victims are women, and 21% are men
9110849
Farmworker


labor contractor Barraza Farm Service, LLC / Barraza Farm Service, Inc. paid $300,000 and furnished other relief to settle a sexual harassment and retaliation lawsuit filed by the U.S. Equal Employment Commission. Sexual assault is continually persistent in the world of agriculture. There have been some cases of human slavery and human trafficking among farmworkers. However, some Equal Employment Opportunity Commission claims regarding human trafficking of farmworkers, the subject of widely publicized court cases, were dismissed or rejected by federal courts. Workers rights cards, in English and Spanish,
5638677
Employment discrimination


same work qualifications, was passed. In 1964, Title VII of the Civil Rights Act with the exception "bona fide" occupational qualifications (BFOQ) was accepted while the Equal Employment Opportunity Commission (EEOC) responsible to check whether the Equal Pay Act and Title VII of the Civil Rights Act of 1964 were followed. The Title VII of the Civil Rights Act was first written to forbid employment discrimination. Initially it prohibited discrimination on the basis of race, religion and national origin. However, inclusion of the sex accepted last
890400