Definition
The federal agency responsible for enforcing civil rights laws against workplace discrimination based on race, colour, religion, sex, national origin, age, disability, or genetic information.
US Context
The EEOC operates 53 field offices across the United States. Employees generally have 180 days from the alleged discriminatory act to file a charge (extended to 300 days in states with their own anti-discrimination agencies). Many states have Fair Employment Practices Agencies that work with the EEOC under worksharing agreements. Employers must display EEOC posters in the workplace and file annual EEO-1 reports if they have 100+ employees or are federal contractors with 50+ employees.
Best Practices
- Display the 'Know Your Rights' poster in a conspicuous location in every workplace
- Establish a clear anti-discrimination and anti-harassment policy with multiple reporting channels
- Conduct regular training for managers and employees on recognising and preventing discrimination
- File EEO-1 reports accurately and on time if your organisation meets the reporting threshold
Frequently Asked Questions
How do I file a discrimination charge with the EEOC?
Charges can be filed online through the EEOC Public Portal, by mail, or in person at an EEOC office. The charge must generally be filed within 180 days of the discriminatory act (300 days if a state agency also covers the claim).
What happens after a charge is filed?
The EEOC notifies the employer and may offer mediation. If mediation is declined or fails, the EEOC investigates. It may find reasonable cause and attempt conciliation, file a lawsuit, or issue a Right to Sue letter allowing the individual to proceed in court.
Does the EEOC apply to small businesses?
Most EEOC-enforced laws apply to employers with 15 or more employees. The Age Discrimination in Employment Act covers employers with 20 or more. Smaller employers may still be covered by state and local anti-discrimination laws.