In a paper consisting of five pages the Equal Employment Opportunity Commission is considered in terms of its laws and there is also included a Victoria's Secret case study. Four sources are cited in the bibliography.
Name of Research Paper File: RT13_SA246EEO.rtf
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on July 2, 1965 ("EEOC," 2002). The commission is headquartered in Washington, D.C., and has an operations of fifty field offices throughout the nation (2002). The EEOC coordinates all federal
equal employment opportunity regulations, practices, and policies and also interprets employment discrimination laws (2002). It is able to monitor the federal sector employment discrimination program, something that provides funding and
support for state and local Fair Employment Practices Agencies (FEPAs) (2002). The Commission further sponsors outreach and technical assistance programs (2002). The EEOC enforces federal statutes such as Title
VII of the Civil Rights Act of 1964 which prohibits employment discrimination on the basis of race, color, religion, sex, or national origin ("EEOC," 2002). It also enforces the
Age Discrimination in Employment Act (ADEA) of 1967 which prohibits employment discrimination for individuals 40 years of age and older (2002). Gender is also protected by the commission as
it embraces the Equal Pay Act (EPA) of 1963, something that prohibits discrimination on the basis of gender as it relates to compensation for substantially similar work under similar
conditions (2002). Title I and Title V of the Americans with Disabilities Act (ADA) of 1990, prohibits employment in respect to disabilities ("EEOC," 2002). This law has received a
lot of attention. The Americans with Disabilities Act (ADA) is legislation approved by the U.S. Congress in 1990, and is something that prohibits discrimination against anyone with either a physical
or mental disability ("Americans," 1996). The definition of disability is equated with any condition that substantially limits mobility, vision or other common activities; the law is also applicable to alcoholics
and drug users who are in recovery (1996). This law requires that employers make reasonable accommodations for those who are otherwise qualified to fulfill job requirements (1996). In other words,