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The Equal Employment Opportunity Commission eliminates discrimination based on race, color, religion, sex, national origin, disability, or age in hiring, promoting, firing, setting wages, testing, training, apprenticeship, and all other terms and conditions of employment. The Commission conducts investigations of alleged discrimination; makes determinations based on gathered evidence; attempts conciliation when discrimination has taken place; files lawsuits; and conducts voluntary assistance programs for employers, unions, and community organizations. The Commission also has oversight responsibility for all compliance and enforcement activities relating to equal employment opportunity among Federal employees and applicants, including discrimination against individuals with disabilities.

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The Equal Employment Opportunity
Commission (EEOC) was created by Title
VII of the Civil Rights Act of 1964 (42
U.S.C. 2000e-4), and became
operational July 2, 1965. Title VII was
amended by the Equal Employment
Opportunity Act of 1972, the Pregnancy
Discrimination Act of 1978, and the
Civil Rights Act of 1991.

Executive Order 12067 of June 30, 1978, abolished the Equal Employment Opportunity Coordinating Council and transferred its duties to the Commission with responsibility for providing coherence and direction to the Government's equal employment opportunity efforts.

Reorganization Plan No. 1 of 1978 (5 U.S.C. app.) effective January 1, 1979, transferred Federal equal employment

functions from the Civil Service Commission to the EEOC. Authorities for transferred functions include:

-section 717 of Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e16), which prohibits discrimination in employment in the Federal Government on the basis of race, color, religion, sex, or national origin;

-Executive Order 11478 of August 8, 1969, which sets forth the U.S. policy of providing for equal employment opportunity in the Federal Government through affirmative action programs in Federal departments and agencies;

—the Equal Pay Act of 1963 (29 U.S.C. 206) in the Federal sector;

-section 15 of the Age Discrimination in Employment Act of

1967, as amended (29 U.S.C. 621) in the Activities Federal sector; and

Enforcement The Commission's field -section 501 of the Rehabilitation Act offices receive charges of job of 1973 (29 U.S.C. 791), which pertains

discrimination under Title VII, the ADA, to employment discrimination against

the Equal Pay Act of 1963, and the Age individuals with disabilities in the

Discrimination in Employment Act of Federal Government.

1967. Field offices may initiate On July 1, 1979, responsibility for investigations to find violations of the enforcement–in private industry as well acts. Members of the Commission also as in State and local governments of may initiate charges alleging that a the Equal Pay Act of 1963 and the Age violation of Title VII or the ADA has Discrimination in Employment Act of occurred. Section 501 of the 1967 was transferred from the

Rehabilitation Act of 1973 covers Department of Labor to the Commission. Federal employees and applicants only. The former act prohibits sex-based pay Charges Under Title VII Title VII differences where substantially equal prohibits employment discrimination work performed in the same

based on race, color, religion, sex, or establishment under similar working national origin by private employers, conditions requires equal skill, effort, State and local governments, and and responsibility; and the latter

educational institutions with 15 or more prohibits employment discrimination employees, or by the Federal against workers or applicants 40 years of Government, private and public age or older. In addition to employers, employment agencies, labor the age discrimination act covers

organizations, and joint laboractivities of employment agencies, and management committees for both acts cover activities of labor

apprenticeship and training. organizations.

Charges of Title VII violations outside The Americans with Disabilities Act of

of the Federal sector must be filed with 1990 (ADA) (42 U.S.C. 12101 et seq.)

the Commission within 180 days of the was approved on July 26, 1990. Title 1 of alleged violation (or up to 300 days in a the act has been enforced by EEOC

State or locality in which a fair since July 26, 1992, for employers with

employment practices agency is located), 25 or more employees, and since July

and the Commission is responsible for 26, 1994, for employers with 15 or more

notifying persons so charged within 10 employees. Title I governs private

days of the receipt of a new charge. employers, State and local governments,

Before investigation, charges must be employment agencies, labor

deferred for 60 days to a State or local organizations, and joint labor

fair employment practices agency in management committees. The act

States and municipalities where there is prohibits employment discrimination

a fair employment practices law against qualified individuals with

covering the alleged discrimination. The disabilities and requires that employers

deferral period is 120 days if the agency make reasonable accommodations for

has been operating less than 1 year. such qualified individuals if it would not

Under worksharing agreements executed

between the Commission and State and create undue hardship.

local fair employment practices The Civil Rights Act of 1991 reversed

agencies, the Commission routinely will parts of several U.S. Supreme Court

assume jurisdiction over certain charges rulings and provided for compensatory of discrimination and proceed with its and punitive damages for intentional

investigation rather than wait for the discrimination under Title VII of that act

expiration of the deferral period. and the ADA.

if there is reasonable cause to believe The Commission operates through 50 the charge is true, the district, area, or field offices, each of which processes local office attempts to remedy the charges.

alleged unlawful practices through

informal methods of conciliation, conference, and persuasion. If an acceptable conciliation agreement is not secured, the case is submitted to the Commission for possible litigation. If litigation is approved, the Commission will bring suit in an appropriate Federal district court.

Under Title VII, the Attorney General brings suit when a State or local government, or political subdivision is involved. If the Commission or the Attorney General does not approve litigation or if a finding of no reasonable cause is made, at the conclusion of the administrative procedures (or earlier at the request of the charging party) a Notice of Right-to-Sue is issued that allows the charging party to proceed within 90 days in a Federal district court. In appropriate cases, the Commission may intervene in such civil action if the case is of general public interest. The investigation and conciliation of charges having an industrywide or national impact are coordinated or conducted by Systemic Investigations and Individual Compliance Programs, Office of Program Operations.

Under the provisions of Title VII, section 706(1(2), as amended by section 4 of the Equal Employment Opportunity Act of 1972 (42 U.S.C. 2000e-5), if it is concluded after a preliminary investigation that prompt judicial action is necessary to carry out the purposes of the act, the Commission or the Attorney General, in a case involving a State or local government, governmental agency or political subdivision, may bring an action for appropriate temporary or preliminary relief pending final disposition of a charge. Americans with Disabilities Act Charges The Americans with Disabilities Act of 1990 specifically incorporates the powers, remedies, and procedures contained in Title VII of the Civil Rights Act of 1964. Employment discrimination charges based on disability may be filed at any of the Commission's field offices. The Commission will investigate and attempt to conciliate the charges using the same procedures it uses to investigate and conciliate charges filed under Title VII. The litigation procedures

under this title apply to charges filed under the act. Age Discrimination in Employment or Equal Pay Act Charges and Complaints The age discrimination in employment and equal pay acts cover most employees and job applicants in private industry and Federal, State, and local governments.

An age discrimination charge must be filed with the Commission within 180 days of the alleged violation or, in a case where the alleged discriminatory action took place in a State which has its own age discrimination law and authority administering that law, within 300 days of the alleged violation or 30 days after the receipt of a notice of termination of State proceedings, whichever is earlier. A lawsuit must be filed within 2 years of the discriminatory act or 3 years in cases of a willful violation of the law. Under the Civil Rights Act of 1991, a lawsuit must be filed within 90 days of the plaintiff's receipt of notice of final action. The Commission will attempt to eliminate the unlawful practice through informal methods of conciliation, conference, and persuasion. A lawsuit may be brought by the Commission if conciliation fails, or individuals may file suit on their own behalf 90 days after filing a charge with the Commission and the appropriate State agency. Should the Commission take legal action, an individual covered by such action may not file a private suit. If an individual files a complaint of age discrimination, his or her name will be kept confidential, but the individual filing the complaint may not bring a private suit unless he or she elects to file a charge first in accordance with the above requirements.

A lawsuit under the Equal Pay Act of 1963 may be filed by the Commission or by the complainant. There are no prerequisites to individual actions under this law. Wages may be recovered for a period of up to 2 years prior to the filing of a suit, except in the case of willful violation, where 3 years' backpay may be recovered. The name of the individual filing the complaint may be kept confidential at the administrative level.

Complaints Against the Federal Government On April 10, 1992, the Commission published new Federal sector processing regulations codified in 29 CFR 1614, effective October 1, 1992. Federal employees or job applicants who want to file complaints of job discrimination based on race, color, national origin, sex, religion, age, or physical or mental disability must first consult an equal employment opportunity counselor within their agency within 45 calendar days of the alleged discriminatory event or the effective date of the alleged discriminatory personnel action. If the complaint cannot be resolved informally, the person may file a formal complaint within 15 calendar days after the date of receipt of the notice of the right to file a complaint.

An accepted complaint is investigated by the agency and there is a right to a hearing before an EEOC administrative judge before the agency issues its final decision. An individual who wishes to file a complaint under the Equal Pay Act of 1963 must now follow these procedures. An individual may also elect to file suit under the Equal Pay Act of 1963 without prior resort to the agency or to the Commission.

A complaint under the Age Discrimination in Employment Act of 1967 against a Federal agency or department must be filed with the head of the agency, director of equal employment opportunity, head of a field installation, or such other officials as the agency may designate. Federal-sector age discrimination complainants may bypass the administrative complaint process and file a civil action directly in a U.S. district court by first notifying the Commission within 180 calendar days of the alleged discriminatory act and thereafter waiting 30 calendar days before filing suit.

Federal employees may file appeals of final agency decisions or decisions of an arbitrator or the Federal Labor Relations Authority with the Commission's Office of Federal Operations at any time up to 30 calendar days after receipt of the agency notice of final decision. A petition for review of a Merit Systems

Protection Board decision may be filed within 30 days of the date that the Board decision becomes final. A request for reopening and reconsideration of any decision of the Commission should be made in writing within 30 days of receipt of such decision. Office of Federal Operations decisions are issued in writing to the complainant, complainant's representative, and the agency. The Office monitors and ensures compliance by Federal agencies with Commission orders and appellate decisions, and provides technical assistance and training to other Federal agencies. Other Activities The Commission actively promotes voluntary compliance with equal employment opportunity statutes through a variety of educational and technical assistance activities. A distinct activity of the Commission is the Voluntary Assistance Program. This outreach program is designed to provide educational and technical assistance to small and midsize employers and unions—through 1-day seminars on equal employment opportunity lawsabout their rights and obligations under all the statutes that the Commission enforces.

Another activity initiated by the Commission is the Expanded Presence Program, which is designed to make the Commission accessible in areas identified as underserved by Commission offices.

In addition to conducting on-site consultations, EEOC co-hosts an annual Federal Dispute Resolution Conference which provides a forum for Federal agencies to meet and exchange ideas on resolving disputes.

Through its Educational Technical Assistance and Training Revolving Fund, the Commission is also able to provide its constituency with advanced and specialized technical assistance offerings. Fees charged for Revolving Fund products are not to exceed the cost of producing the materials or services provided, are to bear a direct relationship to the cost of providing such outreach, and are to be imposed on a uniform basis.

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The Commission participates in the employment of minority group members development of the employment

and women. discrimination law through the issuance The Commission also publishes data of guidelines, publication of significant on the employment status of minorities Commission decisions, and involvement

and women. Through 6 employment in litigation brought under Title VII, the surveys covering private employers, Equal Pay Act of 1963, the Age

apprenticeship programs, labor unions, Discrimination in Employment Act of

State and local governments, elementary 1967, and the Americans with

and secondary schools, and colleges and Disabilities Act of 1990.

universities, the Commission tabulates

and stores data on the ethnic, racial, and The Commission has direct liaison

sex composition of employees at all job with Federal, State, and local

levels within the reported groups. governments, employers and union

Research information thus collected is organizations, trade associations, civil shared with selected Federal agencies, rights organizations, and other agencies and is made available, in appropriate and organizations concerned with form, for public use.

Field Offices—Equal Employment Opportunity Commission

(DO: District Office; AO: Area Office; LO: Local Office; FO: Field Office)

Office

Address

Director

Telephone

505-766-2061 404-331-6093

301-962-3932

Albuquerque, NM (DO) ... Suite 900, 505 Marquette NW., 87102

Andres Lopez
Atlanta, GA (DO)
Suite 1100, 75 Piedmont Ave. NE., 30335 Bernice Kimbrough, Act-

ing.
Baltimore, MD (DO) 3d FI., City Cresent Bldg., 10 S. Howard St., Issie L. Jenkins

21201.
Birmingham, AL (DO) Suite 101, 1900 3d Ave. N., 35203

Warren Bullock
Boston, MA (AO)
Rm. 100, 10th Fl., 1 Congress St., 02114

Robert L. Sanders
Buffalo, NY (LO)
Suite 350, 6 Fountain Plz., 14203

Elizabeth Cadle
Charlotte, NC (DO) 5500 Central Ave., 28212

Marsha Drane
Chicago, IL (DO)
Suite 2800, 500 W. Madison St., 60661

John P. Rowe
Cincinnati, OH (AO) Suite 810, 525 Vine St., 45202

Earl Haley Cleveland, OH (DO) Suite 850, 1660 W. 2d St., 44113–1454

Dorothy Porter
Dallas, TX (DO)
3d Fl., 207 S. Houston St., 75202-4726

Jacqueline Bradley
Denver, CO (DO)
Suite 510. 303 E. 17th St., 80203

Francisco J. Flores
Detroit, MI (DO)
Rm. 1540, 477 Michigan Ave., 48226

James Neeley
El Paso, TX (AO)
Suite 100, Bldg. C. The Commons, 79902

Eliazar Salinas
Fresno, CA (LO)
Suite 103, 1265 W. Shaw Ave., 93711

David Rodriguez
Greensboro, NC (LO) 801 Summit Ave., 27405–7813

(Vacancy) Greenville, SC (LO) Suite 530, 15 S. Main St., 29601

Sadie Pye-Jumper
Honolulu, HI (LO)
Suite 404, 677 Ala Moana Blvd., 96813

Rodolfo Martinez
Houston, TX (DO)
7th Fl., 1919 Smith St., 77002

Harriet J. Ehrlich Indianapolis, IN (DO) Suite 1900, 101 W. Ohio St., 462044203

Thomas P. Hadfield Jackson, MS (AO) 207 W. Amite St., 39269

Frederick D. King. Acting Kansas City, MO (AO) Suite 905, 400 State Ave., 66101

(Vacancy) Little Rock, AR (AO) Suite 621, 320 W. Capitol Ave., 72201

W.P. Brown Los Angeles, CA (DO) 4th Fl., 255 E. Temple, 90012

(Vacancy)
Louisville, KY (AO) Suite 268, 600 Martin Luther King, Jr., PL., 40202 Marcia Hall-Craig, Acting
Memphis, TN (DO) Suite 621, 1407 Union Ave., 38104

Walter Grabon
Miami, FL (DO)
Suite 2700, 1 Biscayne Twr., 33131

Federico Costales
Milwaukee, WI (DO) Suite 800, 310 W. Wisconsin Ave., 53203 Chester Bailey
Minneapolis, MN (AO) Suite 430, 330 S. 2d Ave., 55401-2224

Michael Bloyer Nashville, TN (AO) Suite 202, 50 Vantage Way, 37228

John A. Pahmeyer Newark, NJ (AO) 1 Newark Ctr., 21st St., 07102-5233

Corrado Gigante New Orleans, LA (DO) Suite 600, 701 Loyola Ave., 70113

Patricia F. Bivins
New York, NY (DO) 7 World Trade Ctr., 18th St., 10048-0948

Spencer H. Lewis, Jr.
Norfolk, VA (AO)
Suite 4300, 101 W. Main St., 23510

Kathryne Stokes
Oakland, CA (LO) Suite 1170-N, 1301 Clay St., 94612-5217 Joyce Hendy
Oklahoma City, OK (AO) 531 Couch Dr., 94612

Alma Anderson
Philadelphia, PA (DO) 10th Fl., 1421 Cherry St., 19102

Marie Tomasso, Acting
Phoenix, AZ (DO)
Suite 300, 4520 N. Central Ave., 85012

Charles D. Burtner
Pittsburgh, PA (AO) Rm. 2038-A, 1000 Liberty Ave., 15222

Eugene V. Nelson Raleigh, NC (AO) 1309 Annapolis Dr., 27601

Richard E. Walz Richmond, VA (AO) 2d FI., 3600 W. Broad St., 23230

Gloria Underwood San Antonio, TX (DO) Suite 200, 5410 Fredericksburg Rd., 78229 Pedro Esquivel San Diego, CA (LO) Suite 1550, 401 B St., 92101

Patrick Matarazzo San Francisco, CA (DO) Suite 500, 901 Market St., 94103

Chester F. Relyea San Jose, CA (LO) 96 N. 3d St., 95113

Timothy Riera Savannah, GA (LO) Suite G, 410 Mall Blvd., 31406

Marvin C. Frazier

205-731-0082 617-565 3200 716-846- 4441 704-567-7100 312-353-2713 513-684-2851 216-522-2001 214655 3355 303-866-1300 313-226-7636 915-534_6550 209 487-5793 919-333-5174 803-241-4400 808-541-3120 713-653-3377 317-226-7212 601-96544537 816-551-5655 501-324-5060 213-894-1000 502-582-6082 901-722-2617 305-536-4491 414-297-1111 612-335_4040 615-736-5820 201-645-6383 504589-2329 212-748-8500 804441-3470 510-637-3230 405-231-4911 215-656-7020 602-640–5000 412-6443444 919-856-4064 804-771-2692 512-229-4810 619

557-7235 415-7446500 408-291-7352 912-662-4234

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