At the Aldrich Law Firm, we understand how hard it is to build and maintain a business. We know that our clients have gained their entrepreneurial success not through luck, but through hard work, determination and treating their employees fairly. As such, when these clients are confronted with an employee discrimination lawsuit, they are often confused about the complaints. One of our top priorities is ensuring that when our clients are facing such a claim, they fully understand their legal situations.
According to the website of the United States Equal Employment Opportunity Commission, the agency tasked with enforcing federal anti-discrimination laws. The EEOC derives its authority from federal laws requiring fair treatment in employment. Under these statutes, it is illegal for employers to discriminate in employment issues such as recruitment, firing and promotion.
The EEOC will investigate claims that employers have discriminated against a potential, current or former employee. These complaints may accuse employers of discrimination based on:
- Gender and/or pregnancy
- Disability or genetic data
- National origin or race
Companies that have 15 or more workers will fall under the EEOC’s authority regarding all federal anti-discrimination laws, except those involving age discrimination. The agency has authority to enforce age discrimination statutes in most companies with 20 or more employees.
In addition to investigating discrimination claims, the EEOC also provides support to the Administrative Judges who oversee EEO hearings. The agency will also adjudicate appeals for EEO cases.
For additional information on building a defense against an employee’s sexual harassment, disability or overtime complaint, please see our page on employment litigation.