Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972).Title VI of the Civil Rights Act of 1964 Prohibits discrimination based on race, color or national origin in programs or activities receiving federal financial assistance.The Equal Pay Act of 1963, as amended in 1974 Makes it unlawful to pay workers of one sex at a rate different from that paid the other sex for the same work.Civil Rights Act of 1871 Every person who, under color of any statute, causes the deprivation of any rights secured by federal laws shall be liable to the person injured.Civil Rights Act of 1866 All persons within the United States shall have the same right to make and enforce contracts free of racial discrimination.Constitution Prohibits states from denying any person the equal protection of the laws and from depriving any person of life, liberty, or property without due process of law. Constitution Provides that no person may be deprived of life, liberty, or property without due process of law. and through 53 field offices serving every part of the nation.Synopsis of Laws, Orders, and Regulations Requiring Equal Opportunity/Affirmative Action We carry out our work through our headquarters offices in Washington, D.C. EEOC assures federal agency and department compliance with EEOC regulations, provides technical assistance to federal agencies concerning EEO complaint adjudication, monitors and evaluates federal agencies' affirmative employment programs, develops and distributes federal sector educational materials and conducts training for stakeholders, provides guidance and assistance to our Administrative Judges who conduct hearings on EEO complaints, and adjudicates appeals from administrative decisions made by federal agencies on EEO complaints. The EEOC provides leadership and guidance to federal agencies on all aspects of the federal government's equal employment opportunity program. We also work to prevent discrimination before it occurs through outreach, education, and technical assistance programs. When deciding to file a lawsuit, the EEOC considers several factors such as the strength of the evidence, the issues in the case, and the wider impact the lawsuit could have on the EEOC's efforts to combat workplace discrimination. If we aren't successful, we have the authority to file a lawsuit to protect the rights of individuals and the interests of the public and litigate a small percentage of these cases. If we find that discrimination has occurred, we will try to settle the charge. Our role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Most labor unions and employment agencies are also covered. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases).

Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.

Equal employment act of 1972