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    The EEOC Enforcement Process

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    Maria Maganda Maldita
    The EEOC enforcement process begins when an applicant or employee files a charge of discrimination. The EEOC then advises the employer of the charge and offers mediation. If mediation is unsuccessful, the EEOC investigates the charge by requesting information from the employer, conducting an on-site visit, and interviewing witnesses. After investigating, the EEOC will either find reasonable cause of discrimination and offer conciliation, or issue a right to sue letter. The charging party can then file a lawsuit in federal court.

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    The EEOC Enforcement Process

    Uploaded by

    Maria Maganda Maldita
    140 views10 pages
    The EEOC enforcement process begins when an applicant or employee files a charge of discrimination. The EEOC then advises the employer of the charge and offers mediation. If mediation is unsuccessful, the EEOC investigates the charge by requesting information from the employer, conducting an on-site visit, and interviewing witnesses. After investigating, the EEOC will either find reasonable cause of discrimination and offer conciliation, or issue a right to sue letter. The charging party can then file a lawsuit in federal court.

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    The-EEOC-Enforcement-Process

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    The EEOC enforcement process begins when an applicant or employee files a charge of discrimination. The EEOC then advises the employer of the charge and offers mediation. If mediation is unsuccessful, the EEOC investigates the charge by requesting information from the employer, conducting an on-site visit, and interviewing witnesses. After investigating, the EEOC will either find reasonable cause of discrimination and offer conciliation, or issue a right to sue letter. The charging party can then file a lawsuit in federal court.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    140 views10 pages

    The EEOC Enforcement Process

    Uploaded by

    Maria Maganda Maldita
    The EEOC enforcement process begins when an applicant or employee files a charge of discrimination. The EEOC then advises the employer of the charge and offers mediation. If mediation is unsuccessful, the EEOC investigates the charge by requesting information from the employer, conducting an on-site visit, and interviewing witnesses. After investigating, the EEOC will either find reasonable cause of discrimination and offer conciliation, or issue a right to sue letter. The charging party can then file a lawsuit in federal court.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    The EEOC Enforcement

    Process
    Applicant or employee
    files charge

    EEOC advises employer


    of charge, & if
    mediation is an option
    The EEOC Charge-Filing Process
    Successful Unsuccessful
    mediation mediation

    EEOC may ask EEOC may ask EEOC may ask


    employer to employer to employer to
    submit statement respond to permit onsite visit
    of position of and request for and by EEOC, and to
    employer’s side of information provide
    story (personnel files, information for
    etc.) witness interview
    EEOC completes
    investigation

    Finds no Finds reasonable


    reasonable cause cause

    Issues letter of
    Issues charging party determination
    Dismissal and Notice of
    Rights
    Offers parties
    conciliation

    Charging party
    may file lawsuit in Conciliation fails Conciliation
    federal court successful
    within 90 days
    EEOC may litigate EEOC may decide
    in federal court not to litigate
    within 180 days of
    charge

    Sends charging
    party notice of
    Right to Sue

    Party may sue


    within 90 days
    Voluntary Mediation
    • A process where conflicting parties sit down to resolve their
    disputes
    • Used most successfully when emotions otherwise get in the
    way of resolution
    • Helps general civil cases resolve before trial
    Mandatory Arbitration of Discrimination
    A company requires a consumer or employee to submit any
    dispute that may arise to binding arbitration as a condition of
    employment or buying a product or service. The employee or
    consumer is required to waive their right to sue, to participate
    in a class action lawsuit, or to appeal.
    Diversity Management
    • Promotes the individuality within an organization
    • Increases the productivity and deliver better results
    • Increases retention
    • Builds a stronger brand
    • Makes a desirable employer
    • Good reputation and image
    Potential Threats to Diversity
    • Stereotyping
    • Discrimination
    • Tokenism
    • Ethnocentrism
    Managing Diversity
    • Provide strong leadership
    • Assess the situation
    • Provide diversity training and education
    • Change culture and management systems
    • Evaluate the diversity management program
    Implementing the Affirmative Action
    Program
    Affirmative action – taking actions (in recruitment, hiring,
    promotions, and compensation) to eliminate the current
    effects of past discrimination.

    Reverse Discrimination
    - discriminating against nonminority applicants and employees

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