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Human Resources & EEOC - Research Paper Example

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Human Resources & Equal Employment Opportunity Commission Introduction The United States Equal Employment Opportunity Commission (EEOC) began functioning on 2nd July, 1965. It was created by Title VII of the Civil Rights Act, 1964 (Strategic Plan for fiscal year 2012-2016, 2013)…
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Download file to see previous pages Hence it is an integral part of the Human Resources Management in United States. It is headquartered in Washington DC (About EEOC, 2013). EEOC’s Vision is: “Justice and Equality in the Workplace” EEOC’s Mission is to: Stop and Remedy Unlawful Employment Discrimination (About EEOC, 2013) EEOC laws are applicable for almost all employers who have employee strength of minimum fifteen employees. In case of age discrimination, the firm should be of minimum twenty employees. EEOC laws also cover most employment agencies and labor unions. Hiring, firing, training, promotion, wages, benefits, harassment and all other work situations are covered by the EEOC laws. (About EEOC, 2013) The U.S. EEOC is a bipartisan Commission. The President appoints all of its five members. They are the Chair, Vice Chair and the three Commissioners (The Commission, 2013). The President also appoints EEOC's General Counsel (Strategic Plan for fiscal year 2012-2016, 2013). EEOC has a specific strategic plan and the three values that underlie the plan are: Commitment to Justice: The Commission has been entrusted by the Congress, with the duty of enforcing non-discrimination laws of employment for the nation. Accountability: EEOC is accountable to the nation, just like any other federal agency. Integrity: The Commission has to be objective in nature while investigating charges and adjudicating cases. Every person it serves or interacts with during work and every member of the EEOC workforce has to be respected and treated with good manners and professionalism. (Strategic Plan for fiscal year 2012-2016, 2013) Role of EEOC EEOC has the right to investigate any sort of discrimination charges against employers, duly covered by the EEOC law. Their investigation has to be fair and accurate in order to assess the allegations. If it is found that discrimination has taken place, EEOC will first try to settle the allegation. If they are unable to sort it out they have the right to file a lawsuit for the same. However, EEOC does not file lawsuits in every case of discrimination (About EEOC, 2013). EEOC also believes in “prevention is better than cure” that is, it tries to prevent discrimination through various awareness and technical assistance programs, before it occurs. Federal agencies are guided by EEOC on every aspect of equal employment opportunity program. Affirmative employment programs of federal agencies’ are being regularly monitored and evaluated by EEOC (About EEOC, 2013) The company distributes informative and educational materials and provides training, guidance and assistance to all stakeholders, including administrative judges who conduct EEOC lawsuits. (About EEOC, 2013) Laws Enforced by EEOC (listed in the sequence EEOC got authority): Title VII of the Civil Rights Act of 1964 (Title VII), as amended. The Age Discrimination in Employment Act of 1967 (ADEA), as amended The Equal Pay Act of 1963 (EPA), as amended Section 501 of the Rehabilitation Act of 1973, as amended - prohibits employment discrimination against federal employees and applicants with disabilities. Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), as amended. The Genetic Information Non-Discrimination Act of 2008 (GINA). (Strategic Plan ...Download file to see next pagesRead More
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