• Equal Employment Opportunity Commission

    "EEOC" redirects here. For the EU legal certificate, see European Enforcement Order Certificate.

    The U.S. Equal Employment Opportunity Commission (EEOC ) is a large federal agency that was established via the 1964 Civil Rights Act to administer and enforce civil rights laws against workplace discrimination .[3] :12,21 The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex, age, disability, sexual orientation, gender identity, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice. [4]


    On March 6, 1961, President John F. Kennedy signed Executive Order 10925 , which required government contractors to "take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, creed, color, or national origin." [5] 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), [6] the

    Rehabilitation Act of 1973 , the

    Americans with Disabilities Act (ADA) of 1990, and the ADA Amendments Act of 2008 . The EEOC's first complainants were female flight attendants.[7] However, the EEOC at first ignored sex discrimination complaints, and the prohibition against sex discrimination in employment went unenforced for the next few years. [8] One EEOC director called the prohibition "a fluke... conceived out of wedlock." [8]

    All Commission seats and the post of general counsel to the commission are filled by the US President, subject to confirmation by the Senate. [9] Stuart J. Ishimaru , a Commissioner who was confirmed in 2003 and 2006, [10] served as Acting Chair of the Commission from January 20, 2009 until December 22, 2010, when the Senate confirmed

    Jacqueline Berrien to be the chairwoman. She had been nominated as chairwoman by President Barack Obama in July 2009. [11] In September 2009, Obama chose Chai Feldblum to fill another vacant seat. [12]

    On March 27, 2010, President Obama made recess appointments of three Commission posts: Berrien, Feldblum, and Victoria Lipnic. With the appointments, the Commission had its full five Commissioners: Ishimaru, Berrien, Feldblum, Lipnic, and

    Constance Barker , who was confirmed by the Senate in 2008 to be a Commissioner. President Obama also made a recess appointment of P. David Lopez to be the EEOC's General Counsel. [13]

    On December 22, 2010, the Senate gave full confirmation to Berrien, Feldblum, Lipnic, and Lopez. In 2014, President Obama renominated Lopez and he was reconfirmed by the Senate the same year. [14]

    In 2011, the Commission included "sex-stereotyping" of lesbian, gay, and bisexual individuals, as a form of sex discrimination illegal under Title VII of the Civil Rights Act of 1964. [15][16] In 2012, the Commission expanded protection provided by Title VII to transgender status and gender identity. [15][17]

    After the departure of Ishimaru, the commission returned to its full five commissioners on April 25, 2013, with the Senate confirmation of Jenny Yang.

    In 2015, it concluded that for Title VII, sex discrimination includes discrimination based on sexual orientation. [18][19]

    However, the rulings, while persuasive, are not binding on 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. [20][21]

    Staffing, workload, and backlog

    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 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. [22]

    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 agency from filling vacant jobs, and its staff had shrunk by nearly 20 percent from 2001. A Bush administration official stated that the cuts had been made because it was necessary to direct more money to defense and homeland security. [23] By 2008, the EEOC had lost 25 percent of its staff over the previous eight years, including investigators and lawyers who handle the cases. The number of complaints to investigate grew to 95,400 in fiscal 2008, up 26 percent from 2006. [24]

    Although full-time staffing of the EEOC was cut between 2002 and 2006, Congress increased the commission's budget during that period, as it has almost every year since 1980. The budget was $303 million in fiscal year 2001 [2] to $327 million in fiscal year 2006. [24]

    The outsourcing to Pearson Government Solutions in Kansas cost the agency $4.9 million and was called a "huge waste of money" by the president of the EEOC employees' union in 2006. [23]

    The EEOC uses monetary fines as the primary form of deterrence and, as the fines have not adjusted for inflation, the backlog of EEOC cases illustrates a decline in its effectiveness.

    Race and ethnicity

    The EEOC requires employers to report various information about their employees, in particular their racial/ethnic categories, to prevent discrimination based on race/ethnicity. The definitions used in the report have been different at different times.

    In 1997, the Office of Management and Budget gave a Federal Register Notice, the "Revisions to the Standards for the Classification of Federal Data on Race and Ethnicity," which defined new racial and ethnic definitions. [25] As of September 30, 2007, the EEOC's EEO-1 report must use the new racial and ethnic definitions in establishing grounds for racial or ethnic discrimination. [26] 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. [27][28] Discrimination based on national origin can be grounds for a case on discrimination as well. [29]

    Investigative compliance policy

    EEOC applies an investigative compliance policy when respondents are uncooperative in providing information during an investigation of a charge. If a respondent fails to turn over requested information, field offices are to subpoena the information, file a direct suit on the merits of a charge, or use the legal principle of adverse inference , which assumes the withheld information is against the respondent. [30]

    Increase in disability-based charges

    In 2008, disability-based charges handled by the EEOC rose to a record 19,543, up 10.2 percent from the prior year and the highest level since 1995. [31]

    That may again be showing that because the EEOC has not adjusted many of their initial 1991 fines for inflation, the backlog of EEOC cases illustrates erosion of deterrence.

    Home Depot disability discrimination suit

    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. [32]

    2012 profile

    The U.S. Equal Employment Opportunity Commission (EEOC) announced that it received 99,412 private sector workplace discrimination charges during fiscal year 2012, down slightly from the previous year. The year-end data also show that retaliation (37,836), race (33,512), and sex discrimination (30,356), which includes allegations of sexual harassment and pregnancy were the most frequently filed charges. [33]

    Additionally, the EEOC achieved a second consecutive year of a significant reduction in the charge inventory, something not seen since fiscal year 2002. Due to a concerted effort, the EEOC reduced the pending inventory of private sector charges by 10 percent from fiscal year 2011, bringing the inventory level to 70,312. This inventory reduction is the second consecutive decrease of almost ten percent in charge inventory. Also this fiscal year, the agency obtained the largest amount of monetary recovery from private sector and state and local government employers through its administrative process — $365.4 million.

    In fiscal year 2012, the EEOC filed 122 lawsuits, including 86 individual suits, 26 multiple-victim suits, with fewer than 20 victims, and 10 systemic suits. The EEOC's legal staff resolved 254 lawsuits for a total monetary recovery of $44.2 million.

    EEOC also continued its emphasis on eliminating alleged systemic patterns of discrimination in the workplace. In fiscal year 2012, EEOC completed 240 systemic investigations which in part resulted in 46 settlements or conciliation agreements. These settlements, achieved without litigation, secured 36.2 million dollars for the victims of unlawful discrimination. In addition, the agency filed 12 systemic lawsuits in fiscal year 2012.

    Overall, the agency secured both monetary and non-monetary benefits for more than 23,446 people through administrative enforcement activities – 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. [34]

    The jury agreed with the EEOC that Hill County Farms, doing business as Henry's Turkey Service subjected a group of 32 men with intellectual disabilities to severe abuse and discrimination for a period between 2007 and 2009, after 20 years of similar mistreatment. [34] This victory received international attention and was profiled in the New York Times. [35]

    On June 1, 2015, the U.S. Supreme Court held in an 8-1 decision written by Justice Antonin Scalia that an employer may not refuse to hire an applicant if the employer was motivated by avoiding the need to accommodate a religious practice. Such behavior violates the prohibition on religious discrimination contained in Title VII of the Civil Rights Act of 1964. [36]

    EEOC General Counsel David Lopez hailed the decision. "At its root, this case is about defending the quintessentially American principles of religious freedom and tolerance," Lopez said. "This decision is a victory for our increasingly diverse society and we applaud Samantha Elauf's courage and tenacity in pursuing this matter.” [36]


    Some employment-law professionals criticized the agency after it issued advice that requiring a high school diploma from job applicants could violate the Americans with Disabilities Act . The advice letter stated that the longtime lowest common denominator of employee screening must be "job-related for the position in question and consistent with business necessity." A

    Ballard Spahr lawyer suggested, "There will be less incentive for the general public to obtain a high school diploma if many employers eliminate that requirement for job applicants in their workplace." [37]

    The EEOC has been criticized for alleged heavy-handed tactics in their 1980 lawsuit against retailer Sears, Roebuck & Co. Based on a statistical analysis of personnel and promotions, EEOC argued that Sears both was systematically excluding women from high-earning positions in commission sales and was paying female management lower wages than male management. Sears, represented by lawyer Charles Morgan, Jr. , counter-argued that the company had encouraged female applicants for sales and management, but women preferred lower-paying positions with more stable daytime working hours, as compared to commission sales, which demanded evening and weekend shifts and featured drastically-varying paychecks, depending on the numbers of sales in a given pay period. In 1986, the court ruled in favor of Sears on all counts and noted that the EEOC had neither produced a single witness who alleged discrimination nor identified any Sears policy that discriminated against women. [38][39]

    In a 2011 ruling against the EEOC, Judge Loretta A. Preska declared that It relied too heavily on anecdotal claims rather than on hard data, in a lawsuit against Bloomberg, L.P. that alleged discrimination against pregnant employees. In a ruling described in the

    New York Times [40] as "strongly worded," Preska wrote, "the law does not mandate 'work-life balance' and added that while Bloomberg had expected high levels of dedication from employees, the company did not treat women who took pregnancy leave differently from those who took leave for other reasons.

    In recent years, the EEOC has come under criticism for being ineffective. [41][42] A review of enforcement data has shown that less than 3% of complainants prevail when they file an EEOC charge. [43] More, the agency has had the same budget for over 40 years, when adjusted for inflation. [44] The stagnant budget allocated to the EEOC by Congress has forced it to downsize, cutting its original staffing levels by over 60%. Innovations in workplace management from forced employment arbitration agreements to the growing use of employer practices liability insurance (EPLI) policies [45] has rendered the EEOC an obsolete enforcement agency, in the eyes of many.

    General Counsels

    Charles T. Duncan, 1965-1966

    Richard Berg (Acting), 1966-1967

    Kenneth Holbert (Acting), 1967

    Daniel Steiner, 1967-1969

    Russell Spector (Acting), 1969

    Stanley P. Herbert, 1969-1971

    Jack Pemberton, 1971-1972

    William Carey, 1972-1975

    Julia Cooper, 1975

    Abner Sibal, 1975-1978

    Charles A. Shanor, 1987-1990

    Donald Livingston, 1990-1993

    Clifford Gregory Stewart, 1995-2000

    Eric Dreiband, 2003-2005

    Ronald S. Cooper, 2006-2009

    David Lopez, 2010-2016

    Sharon Fast Gustafson, 2019-present


    Current members of the Commission

    Name Title Party

    Janet Dhillon Chair Republican

    Charlotte A. Burrows

    Commissioner Democratic

    Keith Sonderling Commissioner Republican

    Jocelyn Samuels Commissioner Democratic

    Andrea R. Lucas Commissioner Republican

    Luther Holcomb, 1965–1974

    Aileen Hernandez , 1965–1966

    Vicente T. Ximenes , 1967–1971

    Samuel C. Jackson, 1965–1968

    Richard Graham , 1965–1966

    Elizabeth Kuck, 1968–1970

    Ethel B. Walsh, 1971–1980

    Colston A. Lewis, 1970–1977

    Raymond L. Telles, 1971–1976

    J. Clay Smith Jr. , 1978–1982

    Hon. Daniel Leach, 1976–1981

    Armando Rodriguez, 1978–1983

    Cathie Shattuck, 1982–1983

    Tony E. Gallegos , 1982–1994

    R. Gaull Silberman , 1984–1995

    Joy Cherian , 1987–1993

    William Webb, 1982–1986

    Fred Alvarez, 1984–1987

    Evan J. Kemp, Jr., 1987–1993

    Joyce Tucker, 1990–1996

    Paul Steven Miller , 1994–2004

    Reginald E. Jones, 1996–2000

    Leslie E. Silverman, 2002–2008

    Christine M. Griffin, 2006–2009

    Constance S. Barker, 2008–2016

    Chai R. Feldblum, 2010–2019

    Jenny R. Yang 2010–2019

    Victoria Lipnic 2010–2019


    No. Chair of the EEOC Photo Start ter


    Franklin D. Roosevelt Jr.

    May 196

    2 Stephen N. Shulman

    Septe 14, 19


    Clifford Alexander Jr.

    Augus 196

    4 William H. Brown III

    May 196

    5 John H. Powell Jr.

    Dece 28, 19

    Acting Ethel Bent Walsh

    6 Lowell W. Perry

    May 197

    Acting Ethel Bent Walsh May 1


    Eleanor Holmes Norton

    May 197

    Acting J. Clay Smith Jr. 198

    8 Clarence Thomas

    May 198

    9 Evan J. Kemp Jr.

    Marc 199

    Acting Tony Gallegos 199

    10 Gilbert Casellas

    Septe 29, 19

    Acting Paul Igasaki

    11 Ida L. Castro

    Octo 23, 19

    12 Cari M. Dominguez

    Augus 200

    13 Naomi C. Earp

    Septe 1, 20

    Acting Stuart J. Ishimaru

    Janu 20, 20

    14 Jacqueline A. Berrien

    April 2010 [

    15 Jenny R. Yang

    Septe 2, 2014 [

    Acting Victoria Lipnic

    Janu 25, 2017 [

    16 Janet Dhillon

    May 201

    See also

    United States portal

    Politics portal

    Equal employment opportunity

    Equal Pay Act of 1963

    Title 29 of the Code of Federal Regulations


    Pregnancy discrimination

    Race and ethnicity (EEO)

    Katherine Pollak Ellickson




    1. ^ "FedScope - Employment Cubes (Enhanced Interface)" .

    www.fedscope.opm.gov .

    2. ^ a b "EEOC Budget and Staffing History" . Archives . EEOC.gov. May 12, 2009. Archived from the original on December 9, 2009.

    3. ^ Van Loo, Rory (2018-08-01).

    "Regulatory Monitors: Policing Firms in the Compliance Era" .

    Faculty Scholarship.

    4. ^ "Types of Discrimination" .

    5. ^ States, President of the United.

    Executive Order 10925 .

    6. ^ 29 U.S.C. 621 et seq., as amended

    7. ^ Collins, Gail (14 October 2009).

    When Everything Changed: The Amazing Journey of American Women from 1960 to the Present . Little, Brown. pp. 59 –.

    ISBN 978-0-316-07166-6 .

    8. ^ a b Friedman, Barry (September 29, 2009). The Will of the People: How Public Opinion Has Influenced the Supreme Court and Shaped the Meaning of the Constitution .

    Farrar, Straus and Giroux . p. 290 . ISBN 9780374220341 . Retrieved June 29, 2011.

    9. ^ "42 U.S.C. § 2000e-4 – Equal Employment Opportunity Commission" .

    10. ^ "Nominations PN845-110 and PN1029-108" . Thomas (Library of Congress). Retrieved February 2, 2010.

    11. ^ Press Office (July 16, 2009).

    "President Obama Announces Pick to Head Equal Employment Opportunity Commission" . Archived from the original on February 6, 2010.

    12. ^ Press Office (September 14, 2009). "President Obama Announces More Key Administration Posts" . Archived from the original on February 3, 2010.

    13. ^ "President Obama Announces Recess Appointments to Key Administration Positions | The White House" . Whitehouse.gov. 2010-03-27. Archived from the original on 2013-10-22. Retrieved 2013-10-06.

    14. ^ "EEOC General Counsel David Lopez to Depart Agency" .

    www.eeoc.gov .

    15. ^ a b "Discrimination Based on Sexual Orientation, Status as a Parent, Marital Status and Political Affiliation" . Retrieved

    February 18, 2013.

    16. ^ "EEOC Request No. 0520110649" . Retrieved

    February 18, 2013.

    17. ^ "Macy v. Department of Justice, EEOC Appeal No. 0120120821" . Retrieved February 28, 2013.

    18. ^ Carpenter, Dale (2012-12-14).

    "Anti-gay discrimination is sex discrimination, says the EEOC" .

    The Washington Post. Retrieved


    19. ^ Tatectate, Curtis. "EEOC: Federal law bans workplace bias against gays, lesbians, bisexuals | Miami Herald Miami Herald" . Miamiherald.com. Retrieved


    20. ^ See "42 U.S.C. § 2000e-2 – Unlawful Employment Practices" . and "42 U.S.C. § 2000e-3 – Other Unlawful Practices" .

    21. ^ In addition, the EEOC, the Departments of Labor and Justice, the Civil Service Commission and the Office of

    Revenue Sharing have adopted Uniform Guidelines on Employee Selection Procedures to assist employers in complying with federal laws prohibiting employment discrimination. "Uniform Guidelines On Employee Selection Procedures" . Retrieved February 2, 2010.

    22. ^ "Enforcing the Civil Rights Act: Fighting Racism, Sexism and the Ku Klux Klan. The Story of the Miami EEOC's First Class Action Trial." James Keeney, 2012 Civil Rights Publishing, Sarasota, FL

    23. ^ a b Lee, Christopher (June 14, 2006). "EEOC Is Hobbled, Groups Contend: Case Backlog Grows as Its Staff Is Slashed, Critics Say" .

    Washington Post.

    24. ^ a b Vogel, Steve (March 31, 2009). "EEOC Willfully Violated Pay Law, Arbitrator Rules" .

    Washington Post. p. A15.

    25. ^ "Revisions to the Standards for the Classification of Federal Data on Race and Ethnicity" .

    26. ^ Final Revisions of the Employer Information Report (EEO-1)

    Archived August 13, 2009, at the Wayback Machine by the EEOC. The page contains links to

    FAQs , forms and instructions

    27. ^ The US Equal Employment Opportunity Commission. "Race/Color Discrimination." August 15, 2007. "We may use this for the purpose of race and ethnicity.""Archived copy" . Archived from the original on 2009-08-12. Retrieved


    28. ^ Kalev, Alexandra; Dobbin, Frank; Kelly, Erin (2006-08-01). "Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies". American Sociological Review . 71 (4): 589–617. doi :10.1177/000312240607100404 .

    ISSN 0003-1224 .

    S2CID 10327121 .

    29. ^ The US Equal Employment Opportunity Commission. "National Origin Discrimination." August 15, 2007. "Archived copy" . Archived from the original on 2009-08-12. Retrieved 2013-10-01.

    30. ^ AAjing

    31. ^ "Ability Magazine: BAD BOYS – EEOC Tackles Job Discrimination" (2009)" . Retrieved 2012-04-05.

    32. ^ "Home Depot to Pay $100,000 to Settle EEOC Disability Discrimination Suit" . The National Law Review . U.S Equal Employment Opportunity Commission. 2012-09-10. Retrieved September 23, 2012.

    33. ^ "Enforcement and Litigation Statistics" . Retrieved


    34. ^ a b "Jury Awards $240 Million for Long-Term Abuse of Workers with Intellectual Disabilities" . U.S. Equal Employment Opportunity Commission. 1 May 2013. Retrieved 29 April 2018.

    This article incorporates text from this source, which is in the public domain .

    35. ^ Barry, Dan (8 March 2014). "The 'Boys' in the Bunkhouse" – via NYTimes.com.

    36. ^ a b "Supreme Court Rules in Favor of EEOC in Abercrombie Religious Discrimination Case" . U.S. Equal Employment Opportunity Commission. 1 June 2015. Retrieved 29 April 2018.

    This article incorporates text from this source, which is in the public domain .

    37. ^ Dave Boyer (1 January 2012).

    "EEOC: High school diploma requirement might violate Americans with Disabilities Act" . Washington Times.

    38. ^ EEOC v. Sears, Roebuck & Co., 628 F. Supp. 1264 (N.D. Ill. 1986) (Sears II).

    39. ^ Possley, Maurice (1986). Sears Wins 12-year Fight Over Bias Chicago Tribune 4 February 1986. Retrieved 2012-12-10.

    40. ^ Chen, David W. (17 August 2011). "Discrimination Suit Against Bloomberg L.P. Is Dismissed" – via www.nytimes.com.

    41. ^ "Workplace discrimination is illegal. But our data shows it's still a huge problem" . February 28, 2019 – via vox.com.

    42. ^ "A Comparative Analysis of Employment Discrimination Case Outcomes". June 20, 2019.

    SSRN 3404236 .

    43. ^ "The Value of the EEOC". 1996.

    S2CID 9551182 .

    44. ^ "EEOC Budget and Staffing Levels" – via eeoc.gov.

    45. ^ "Are EPLI Policies a License to Discriminate - Or Are They a Necessary Reality Check for Employers" – via heinonline.org.

    46. ^ "Jacqueline A. Berrien Becomes Chair of the Equal Employment Opportunity Commission" . U.S. Senate Equal Employment Opportunity Commission. 2010-04-07. Retrieved


    47. ^ "President Appoints Jenny R. Yang EEOC Chair" . Equal Employment Opportunity Commission. Retrieved


    48. ^ "Victoria Lipnic, Acting Chair" .

    www.eeoc.gov . Retrieved


    External links

    Wikimedia Commons has media related to Equal Employment Opportunity Commission .

    Official website

    Proposed and finalized federal regulations from the Equal Employment Opportunity Commission

    Role of Equal employment opportunity commission

    Records of the Equal Employment Opportunity Commission in the National Archives (Record Group 403)

    nytimes.com , discusses the fairly recent case involving allegations against Bloomberg unfairly treating pregnant women. Bloomberg won because of a lack of statistics on the Equal Employment Opportunity Commission's part. However, it is still possible for the federal government to appeal and the witnesses can individually sue Bloomberg for discrimination.


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