Equal Employment Opportunity Commission Process

Equal involution Opportunity Commission Process At a time in the not to distant past, people were expect to tolerate whatever treatment they received at their job. grammatical gender bias and racial discrimination were common occurrences in the workplace. However, the genteel Rights Act and its subsequent amendments, along with the creation of the Equal Employment Opportunity Commission (EEOC), has spurred many changes in the way employees buttocks expect to be treated.

Unfortunately, just because there are laws instructing employers of guidelines to be followed in terms of conduct, this does not guarantee adherence. In cases where an employee feels he or she has been unlawfully treated, there is a legal issue set by the EEOC to be followed.

First, the employee should document, document and document the incidents in question. Journals, telecommunicates and witness statements will all legally verify the employees claims. Many times, the situation becomes a he verbalize/she said scenario. Written documentation will attest to the truth of these incidents.

Second, the employee mustiness exhaust the chain of command for reporting incidents deep down a company. Illegal and/or offensive behavior needs to be reported to the somebodys direct supervisor. If the supervisor is bear on in the behavior, then his or her superior should be contacted.



If all right results are not achieved, the reporting should go up the bodily structure to the Human Resource department. If there is still no resolution, the next action would be to contact the EEOC.

If a person truly believes that they have been discriminated against on the basis of race, color, sex, religion, national origin, age, or disability, then reports to the EEOC can be done by phone, mail, email or personal visit. Charges must be filed within an shake hold of time frame. A typical time frame is within 300 days of the most recent incident.

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