EEOC

10 Pages 2466 Words

Act of 1963, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, and the Civil Rights Act of 1991, together construct a solid foundation of civil rights employment laws.
One of the core responsibilities of the EEOC is to ensure the proper execution of the amended Age Discrimination in Employment Act of 1967, (ADEA).4 This act made it illegal for employers to discriminate against individuals, who are forty years or older, based on their age. The EEOC is also held accountable for prohibiting gender discrimination in monetary compensation, for substantially comparable work, under similar conditions, as outlined by the Equal Pay Act of 1963 (EPA).5 In spite of the passage of this Act, women still today are making less than their male counter parts.6
The EEOC has asserted that wage discrimination is a main enforcement priority for the future. In coordination with the Department of Labor, the EEOC is working to eliminate gender discrimination in employee training, charge referrals, and information sharing.7
Title I of the Americans with Disabilities Act of 1990, was established to prohibit discrimination based on disability, in both the private and public sectors.8 Interesting enough, the original regulations of this statue excluded the federal government. However, this was changed when Section 501 of the Rehabilitation Act of 1973 was amended to prohibit employment discrimination against federal employees with disabilities.9
The Civil Rights Act of 1991 allows for monetary compensation to victims of intentional discrimination and clarifies provisions regarding contrasting impact actions.10 This Act was endorsed to reverse several Supreme Court decisions that limited the rights of persons protected by these laws, and to provide additional protection to individuals.11 Not only does the statute authorize compensatory and punitive damages, but it allows...