During the duration that covers the employment of workers in different institutions and companies there have been reported cases of discrimination directed to the employees by the employers. This has been a blow to fairness and it denies some individuals their rights. To prevent such occurrences in the United States of America the Equal Employment Opportunity Commission was established in the year 1964 by the Civil Rights Act of the United States of America. The commission is responsible in the investigation of employment discrimination that is based on gender, race, age, religion, or national origin.
The commission can initiate suits regarding discrimination in the Federal district courts on behalf of the victims against employers. This study will be aimed at revealing whether the commission has been successful in reducing cases of employment discrimination. This research prospectus begins with an introduction, then the literature review and statement of the problem. The independent variable is the EEOC while the dependent ones are the forms of employment discrimination. Both survey (interviews) and analytical (secondary) methods of data collection will be utilized.
The ethical issues important during the entire process of research are also listed. The Equal Employment Opportunity Commission was established in the year 1964 by the Civil Rights Act of the United States of America. The commission is responsible in the investigation of employment discrimination that is based on national origin, race, gender, age or religious faith. The commission can initiate suits regarding discrimination in the Federal district courts on behalf of the victims of discrimination against employers and also as an adjudicatory for any such claims that are brought against the federal agencies.
The mandate of the Equal Employment Opportunity Commission is specified in the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), the Equal Pay Act, The Americans with Disabilities Act of 1990, the Rehabilitation Act of 1973 (Farlex Inc. 2009). According to the age Discrimination in Employment Act, it is against the law to discriminate in whichever part of employment. This includes hiring and/or firing, compensation, employee classification and assignment.
It also includes transfer, dismissal, promotion or recall as well as job advertisement, recruitment, use of company amenities, training exercises and apprenticeship programs. More aspects include fringe benefits, salary pay, retirement benefits as well as disability leave and any other stipulations, provisions and terms of employment. Other practices that are regarded as discriminatory include any kind of harassment that is based on color, race, national origin, religion, age and disability.
Also, retaliation against a person who has filed a charge of discrimination, participating in an investigation or who opposes discriminatory practices is also regarded as discriminatory. Another discriminatory act is on employment decisions that are based on stereotypes, or assumptions about traits, abilities, and performance of individuals of a certain race, sex, age, ethnic group, religion or the disabled. The other practice will be by denying employment opportunities to someone because of his or her marriage or association with someone of a certain race, national origin, and a disabled (Equal Employment Opportunity Commission 2004).
Literature review The equal Employment Opportunity Commission has the responsibility of ending any kind of discrimination in the work place in exception to those based on qualification and misconduct. The commission accepts charges of discrimination, investigates, and if they are viable it tries to solve them through conciliation. If that fails, the commission can now file a case in the federal court. In 1996, it began mediation based alternatives dispute resolution program that help it resolve the cases faster. It is argued that the commission handles between 75,000 and 80,000 charges (The Columbia Encyclopedia 2008).