The U.S. Equal Employment Opportunity Commission (EEOC) protects workers in Arizona and throughout the United States from being harmed and victimized by workplace discrimination.
If, for example, you did not receive employment because of your race or ethnicity, you could file an action through the EEOC to assert your rights in court. Alternatively, perhaps you’re a female employee and you’re receiving a much lower salary than your male equals. This could be another reason to file an EEOC complaint.
U.S. anti-discrimination laws
To carry out its mission, the EEOC enforces seven main laws that protect American workers from on-the-job discrimination. These laws include:
- Equal Pay Act of 1963: This prevents wage discrimination based on sex.
- Title VII of the Civil Rights Act of 1964: This protects workers from discrimination related to color, sex, race, national origin or religion.
- Age Discrimination in Employment Act of 1967: This protects workers aged 40 and up from being subjected to age discrimination.
- Sections 501 and 505 of the Rehabilitation Act of 1973: This ensures workers with disabilities will have equal opportunity when working for the federal government.
- Title I and Title V of the Americans with Disabilities Act of 1990, as amended: This protects workers with disabilities from private sector discrimination and discrimination at the state and local government level.
- Civil Rights Act of 1991: This allows workers to pursue monetary damages following purposeful on-the-job discrimination.
- Title II of the Genetic Information Nondiscrimination Act of 2008: This prohibits discrimination of employees as a result of any kind of genetic information obtained by the employer.
What anti-discrimination laws apply to your case?
In some situations, a multitude of anti-discrimination laws will apply to the same employment discrimination case. As such, workers who feel they have been victimized by discrimination will want to familiarize themselves with the above laws to determine which may apply to them.
Pursuing an EEOC employment law action will not only benefit the harmed employee. It also benefits other employees by sending a clear message to an employer that the U.S. legal system does not tolerate on-the-job discrimination.