EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
1801 L Street NW., Washington, DC 20507
Phone, 202-663-4900. TTY, 202-663-4494. Internet, www.eeoc.gov.
Chairwoman Cari M. Dominguez
Vice Chairman Paul M. Igasaki
Commissioners Paul Steven Miller, Leslie Silverman,
Executive Officer Frances M. Hart
Chief Operating Officer Leonora L. Guarraia
General Counsel (vacancy)
Inspector General Aletha L. Brown
Director, Office of Communications and Joan Ehrlich, Acting
Director, Office of Equal Opportunity Jean Watson
Director, Office of Federal Operations Carlton M. Hadden
Legal Counsel David L. Frank
Director, Office of Field Programs James Lee, Acting
Director, Office of Financial and Resource Jeffrey Smith
Director, Office of Human Resources Angelica Ibarguen
Director, Office of Information Resources Sallie T. Hsieh
Director, Office of Research, Information, and Deidre Flippen
The Equal Employment Opportunity Commission enforces laws which prohibit discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment. The Commission conducts investigations of alleged discrimination; makes determinations based on gathered evidence; attempts conciliation when discrimination has taken place; files lawsuits; and conducts voluntary assistance programs for employers, unions, and community organizations. The Commission also has adjudicatory and oversight responsibility for all compliance and enforcement activities relating to equal employment opportunity among Federal employees and applicants, including discrimination against individuals with disabilities.
The Equal Employment Opportunity Commission (EEOC) was created by title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e-4), and became operational July 2, 1965. The Commission is comprised of five Commissioners appointed by the President, with the advice and consent of the Senate, for 5-year staggered terms. The President designates a Chairman and a Vice Chairman. The Commission operates through 50 field offices, each of which processes charges.
Enforcement The Commission's field offices receive charges of job discrimination under title VII of the Civil Rights Act, the Americans with Disabilities Act, the Equal Pay Act, and the Age Discrimination in Employment Act. Field offices may initiate investigations to find violations of the acts.
Charges Under Title VII Title VII prohibits employment discrimination based on race, color, religion, sex, or
national origin by private employers, State and local governments, and educational institutions with 15 or more employees, or by the Federal Government, private and public employment agencies, labor organizations, and joint labor-management committees for apprenticeship and training.
If there is reasonable cause to believe a charge filed is true, the district, area, or local office attempts to remedy the alleged unlawful practices through informal methods of conciliation, conference, and persuasion. If an acceptable conciliation agreement is not secured, the case is considered for possible litigation. If litigation is approved, the Commission will bring suit in an appropriate Federal district court.
Americanswith Disabilities Act Charges Employment discrimination charges based on disability may be filed at any of the Commission's field offices. The Commission will investigate and attempt to conciliate the charges.
AgeDiscrimination in Employment Act or Equal Pay Act Charges and Complaints When a discrimination charge is filed, the Commission will attempt to eliminate the unlawful practice through informal methods of conciliation, conference, and persuasion. A lawsuit may be brought by the Commission if conciliation fails, or individuals may file suit on their own. A lawsuit under the EPA may be filed by the Commission or by the complainant.
Complaints Against the FederalGovernment The Commission's Federal sector processing regulations guide Federal employees or job applicants who want to file complaints of job discrimination based on race, color, national origin, sex, religion, age, or physical or mental disability. Informal mediation of the matter is required before filing a charge. An accepted complaint is investigated by the respondent agency, and there is a right to a hearing before an EEOC administrative judge before...