Research Paper on:
Claims According to EEOC Guidelines

Unformatted Sample Text from the Research Paper:
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). Those are a few of the things covered under the strong arm of the Equal Employment Opportunity Commission.  Various laws prohibit discrimination in the workplace, but such laws are useless without proper enforcement (Howard-Martin, 2002). Since 1965, the EEOC has been active in the enforcement  of discrimination laws (2002). In 1995, for example, the EEOC changed its policy from investigating each and every complaint that comes through its doors to a more efficient process  (2002). Because of the changes, the EEOC has lowered its backlog of cases a great deal (2002). The procedure that EEOC follows is rather simple. If a company representative receives  a notice or charge of discrimination, it does not mean that a law has been broken (Howard-Martin, 2002). A charge only means that a current or former employee has  reported a possible violation of the law that falls under the EEOC umbrella (2002). The charge probably includes a due date for response, as well as the name of a  contact person with the EEOC, and details of the charge. Information concerning mediation is included as well (2002). The author suggests that companies respond to charges quickly, as a  slow response suggests that the firm is being uncooperative (2002). One can imagine if an individual is innocent of charges that they would want to straighten out the matter as