History Of Equal Employment Opportunity Commission

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History of Equal Employment Opportunity Commission

The first presidential action ever taken to prevent employment discrimination was taken by President Franklin D. Roosevelt in June 1941, when he signed Executive Order 8802 which prohibited government contractors from engaging in employment discrimination based on race, color or national origin (EEOC Milestones). Throughout the Civil Rights movement a number of other legislative actions took place to help better equal opportunity in the United States.
In June 1963, Congress passed the Equal Pay Act of 1963 which protected men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Just two months later approximately 250,000 Americans of all races marched in Washington, D.C. for racial equality and justice. The large peaceful gathering took place in front of the Lincoln Memorial and was the event which included Dr. Martin Luther King, Jr.'s historic "I Have a Dream" speech (EEOC Milestones).
In 1964, Title VII of the Civil Rights Act of 1964 officially created the U.S. Equal Employment Opportunity Commission, a five-member, bipartisan commission whose mission is to eliminate unlawful employment discrimination. The EEOC opened for business on July 2, 1965, one year after Title VII's was enacted into law. The EEOC has been working to prevent employment discrimination over the last five decades. Their mission has remained the same but changing laws have force them to make some modifications on processes and controls.
Structure of the EEOC
The EEOC is a “bipartisan Commission comprised of five presidentially appointed members, including the Chair, Vice Chair, and three Commissioners. The Chair is responsible for the administr...

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...r one party refuses mediation then the normal process outlined above is followed.

Conclusion
Overall, the EEOC provides services to rectify discrimination cases filed by United States employees both in the private and public sectors as well as working to prevent discrimination before it occurs. The EEOC wants prevent as much workplace discrimination as possible by giving presentations to employees and employers about the laws they enforce. They also write and publish documents about equal employment opportunity laws and rules to help applicants, employees, and employers understand their rights and responsibilities at work.
The ultimate goal is to reduce workplace discrimination based on race, color, religion, sex (including pregnancy), national origin, disability, age (40 or older), or genetic information by enforcing the federal laws in place to do just that.
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