U.S. Equal Employment Opportunity Commission

Gonzales, Claire. Example MCS Disability EEOC Guidance Letter. U.S. Equal Employment Opportunity Commission. July 24,1996. www.jan.wvu.edu/letters/EEOC Lette r M CS Disab ilityj uly 9 6. doc. 

U.S. Equal Employment Opportunity Commission. (2010). Charge statistics. Retrieved from http //www.eeoc.gov/eeoc/statistics/ enforcement/ charges, elm... 

EEOC The U.S. Equal Employment Opportunity Commission has published guidelines outlining permissible preemployment inquiries. For a free copy of these guidelines, or more information, contact ... 

Sexual harassment - whether under homosexual or heterosexual pretext - is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. According to the U.S. Equal Employment Opportunity Commission, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of 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. ... 

The administration and enforcement of the ADEA is currently housed with the EEOC on the federal level. This has not always been the case. The ADEA was originally administered and enforced by the Wage and Hour Division of the U.S. Department of Labor, and the Fair Labor Standards Act structure and mechanisms were utilized. With the Reorganization Plan No. 1 in 1978, the Equal Employment Opportunity Commission was provided authority over the ADEA and established its own guidelines. However, the ADEA must still be enforced through the procedures established under the Fair Labor Standards Act rather than those of Title VII, with other similar federal antidiscrimination laws. ... 

Within the wage and hour area, safety professionals should be aware of the Equal Pay Act of 1963, which is an adjunct to the ELSA. This law addresses discrimination in wage rates based on the sex of male and female employees doing jobs that require equal skills, efforts, and responsibilities and performed under similar working conditions, unless the company or organization can justify the difference through one of the exceptions. Safety professionals should be aware that in 1978, the administration and enforcement of the Equal Pay Act was transferred from the U.S. Department of Labor to the Equal Employment Opportunity Commission. ... 

Equal Employment Opportunity Commission (EEOC) regulation authorizing refusal to hire an individual because his performance on the job would endanger his own health owing to a disability did not exceed the scope of permissible rulemaking under Americans with Disabilities Act (ADA). Americans with Disabilities Act of 1990, 2 et seq., 42 U.S.C.A 12101 et seq. 29 C.F.R. 1630.15(b)(2). 

Commission— The term Commission means the Equal Employment Opportunity Commission established by section 705 of the Civil Rights Act of 1964 (42 U.S.C. 2000e-4). 

In accordance with the provisions of subchapter 11 of chapter 5 of title 5 [Administrative Procedures Act, 5 U.S.C. 551 et seq.], the Equal Employment Opportunity Commission may issue such rules and regulations as it may consider necessary or appropriate for carrying out this chapter, and may establish such reasonable exemptions to and from any or all provisions of this chapter as it may find necessary and proper in the public interest. 

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