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Essay / Research Paper Abstract
A 5 page paper. The first section discusses what happens when an employee brings discrimination charges against a company. This includes what the EEOC will do. The second section discussions how companies can avoid and prevent discrimination charges. Bibliography lists 7 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PGeeoc11.rtf
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Unformatted sample text from the term paper:
information (EEOC, Enforcement, 2009; EEOC, Laws, 2009). The law further prohibits any type of harassment of members of these groups. The Equal Employment Opportunity Commission (EEOC) was established to enforce
these laws (EEOC, Enforcement and Litigation, 2009). The laws have been affirmed in numerous court cases. Organizations with 15 or more employees must adhere to these laws (EEOC, Overview, 2009).
If an employee or a potential employee believes they have been discriminated against, that person may file a charge of discrimination with the EEOC. The EEOCs Administrative Enforcement program receives
complaints and begins an investigation which may include interviews with witnesses, collecting documents from the organization, visiting the employment site and whatever else seems appropriate for the specific discrimination charge
(Knowledge Base, 2010). The EEOC then reports its findings to the employee who brought the charge and the employer (Knowledge Base, 2010). Because the EEOC receives so many complaints each
year, the intensity and comprehensiveness of the investigation will depend on the actual charges brought to them. While all are investigated, more resources are allotted to the most egregious complaints
(Knowledge Base, 2010). As an example, the EEOC received 93,277 discrimination complaints in 2009. The Commission offers alternatives for resolution between the one making the charge and the employer.
One alternative is mediation. Individuals or groups bringing the charges are more willing to agree to mediation than are employers (EEOC, Enforcement, 2009). Even so, in 2009, the mediation program
obtained nearly 8,500 resolutions and the Commission was able to obtain more than $121 million in monetary benefits for the injured parties (EEOC, Enforcement, 2009). Persons who believe
they have been the subjects of discrimination may also file a lawsuit charging discrimination related to any of the issues identified earlier (EEOC, Filing, 2009). The person filing the lawsuit
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