![]() Title I of the Americans with Disabilities Act of 1990 (ADA): Makes it illegal to discriminate against a qualified person with a disability from employment or during employment.The Age Discrimination in Employment Act of 1967 (ADEA): Protects employees or future employees who are 40 or older from discrimination in the workplace.The Equal Pay Act of 1963 (EPA): Prohibits sex-based wage discrimination between men and women who perform equal work in the same workplace.The Pregnancy Discrimination Act: This amendment to Title VII expands the protections regarding “sex” to include prohibiting sex discrimination on the basis of pregnancy, childbirth and/or a medical condition related to pregnancy or childbirth.This law also protects employees against retaliation for going forward with a claim regarding discrimination in the workplace. Title VII of the Civil Rights Act of 1964: Makes it illegal to discriminate against someone on the basis of race, color, religion, national origin or sex.Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting discrimination against a job applicant or an employee during a variety of work situations including hiring, firing, promotions, training, wages and benefits. You can find more information about the EEOC's Public Portal by clicking on FAQs.The U.S. There are strict time limits for filing a charge. The laws enforced by EEOC, except for the Equal Pay Act, require you to file a charge before you can file a lawsuit for unlawful discrimination. The laws require the EEOC to notify an employer that a charge of discrimination has been filed against it. It requests EEOC to take remedial action. ![]() Submitting an inquiry is different from filing a charge of discriminationĪ charge of discrimination is a signed statement asserting that an organization engaged in employment discrimination. In our experience, an interview helps individuals make more informed decisions about whether to file a formal charge of discrimination. We recommend that you schedule an interview with an EEOC representative to discuss the details of your situation. Just click "Schedule an Interview," which opens a calendar with available dates and times. How to use the EEOC Public Portal to Schedule An InterviewĪfter you submit an online inquiry, you use the EEOC Public Portal to schedule an interview in person or by phone with an EEOC staff member. The information you provide to the EEOC is confidential and will not be sent to your employer during the EEOC's investigation. If your answers suggest that the EEOC can address your situation, the system will instruct you to create a secure online account, answer a few more questions, and schedule an appointment for an intake interview with an EEOC staff member. If the EEOC does not have the legal authority to address your situation, we will refer you to other agencies that may be able to help you. It's a quick and easy way to find out if the EEOC can address the individual's situation.
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