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As of September 30, 2007, the EEOC's EEO-1 report must use the new racial and ethnic definitions in establishing grounds for racial or ethnic discrimination. [44] If an employee identifies their ethnicity as "Hispanic or Latino" as well as a race, the race is not reported in EEO-1, but it is kept as part of the employment record.
The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor.OFCCP is responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination.
Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides evidence of a violation of any law, rule, regulation, gross mismanagement, gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.
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Title VII of the Civil Rights Act of 1964 defines two types of discrimination: disparate treatment and disparate impact.The Equal Employment Opportunity Commission (EEOC), who has been enforcing Title VII since it came into effect in 1965, has the power to periodically issue an 'enforcement guidance' explaining how employers could use the backgrounds of potential employees (including their ...
Then the EEOC sued Savage River Lodge and Little Crossings, LLC, which both do business as Savage River Lodge, in September 2023 for pregnancy discrimination and retaliation.
This report will include recommendations for enforcing federal civil-rights laws and measures to encourage the private sector to eliminate illegal discrimination and preferences, including DEI-related practices. The report will include a proposed strategic enforcement plan that identifies: Key sectors of concern under each agency’s jurisdiction;
The Equal Employment Opportunity Act of 1972 is a United States federal law which amends Title VII of the Civil Rights Act of 1964 (the "1964 Act") to strengthen protections against employment discrimination.