EEOC

Significant federal investments have increased job opportunities in the construction industry. To ensure all qualified workers have equal access to these job opportunities, the EEOC is working to remove barriers, such as race and sex harassment and gender bias, that have contributed to the underrepresentation of women and some workers of color in construction. https://lnkd.in/e-GJ4AUW

At this time, we remember the inspiring life and legacy of Lilly Ledbetter, tireless advocate for pay equity. We had the honor of working with her on the bill that bears her name, the Lilly Ledbetter Fair Pay Act of 2009, and on equal pay efforts at the U.S. Equal Employment Opportunity Commission. Lilly’s work to ensure equal pay began with her own experience of sex-based pay discrimination, and a jury found that she was paid less, and continually received smaller raises, than her male counterparts, even those whom she had trained. The cumulative effect over the course of Lilly’s career was significant, but because the Supreme Court adopted an unreasonably narrow interpretation of federal laws prohibiting pay discrimination, she never received fair compensation for her nearly two decades of work at the Goodyear plant in Gadsden, Alabama. By speaking out about the injustice she faced, she inspired Congress to overturn the Supreme Court’s decision. Her selfless work empowered thousands of women across the country and made it possible for them to obtain a remedy for pay discrimination. By virtue of Lilly’s tenacity, the law now makes clear that each discriminatory paycheck issued by an employer starts the clock anew for an employee to be able to file a pay discrimination charge. We will miss her grit and her humor. And we will always remember her advice to “[n]ever underestimate the impact of small actions. Just one person can make a difference.” With persistence, a single person really can prompt transformative change. At the EEOC, we honor Lilly’s legacy by remaining steadfast in our commitment to pay equity. Charlotte A. Burrows, EEOC Chair            Jocelyn Samuels, EEOC Vice Chair https://lnkd.in/eqqy2BP6

Employers, advocates, and survivors, join the Women's Bureau (Labor Department), Cal/OSHA (a division of California Department of Industrial Relations), FreeFrom, and the EEOC for a free panel discussion on Wednesday, October 16, 2024, from 4 p.m. to 5 p.m. ET. Learn what you can do to address gender-based violence and harassment at work. The discussion will cover federal & California protections for survivors of domestic violence, sexual assault, and stalking. Women's Bureau: Gender-based violence & harassment and work EEOC: How EEO laws apply to workers who experience domestic or dating violence, sexual assault, or stalking Cal/OSHA: Guidance and resources on workplace violence prevention FreeFrom: Creating a survivor supportive workplace, uplifting financial security Use this link to register for the free virtual event: https://lnkd.in/eQfFaw-9

More than 1 in 5 adults in the U.S. have a mental illness with younger adults, ages 18-25, having the highest prevalence of any mental illness. It’s important for all workers to understand employment rights as it relates to mental health conditions. Visit EEOC’s updated mental health landing page and use the easier to read layout to access new and important resources about employment discrimination. https://lnkd.in/gyF3wadu #WorldMentalHealthDay #MentalHealthAtWork #MentalHealthAwareness

Fiscal Year 2024 EEOC Litigation Focuses on Emerging Issues and Underserved, Vulnerable Populations https://lnkd.in/ef2hZrfU

K-12 students across the country are invited to celebrate the 60th anniversary of the landmark Civil Rights Act through original art projects. Drawings - Paintings - Songs - Photography - Dance We encourage submissions in all mediums. Title VII of the Civil Rights Act of 1964 makes it illegal for employers to discriminate against or harass someone on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), or national origin in employment. The law also makes it illegal for employers to retaliate against a person because the person complained about discrimination or harassment. -Elementary School Prompt (K-5): What does it mean for everyone to have an equal chance? -Middle School Prompts (6-8): Before the Civil Rights Act of 1964 was passed, employers frequently segregated their workplaces by and hired based on race, color, national origin, religion, or sex. Option 1: How did the Civil Rights Movement change workplaces? Option 2: What should workplaces be like today? -High School Prompts (9-12): Option 1: Reflect on the ideals, values, and/or rights embodied in Title VII of the Civil Rights Act of 1964. Option 2: What is a lasting legacy of the Civil Rights Movement of the 1960s? Follow the link to access submission guidelines. https://lnkd.in/eBscFXhY

Paul, who has intellectual and developmental disabilities, worked with the assistance of a job coach, who did not perform Paul’s job duties but instead helped him stay focused. The employer never had to pay for the job coach’s services. Paul consistently received pay raises and positive reviews. Paul was fired when a new manager had issues with his use of a job coach. Paul and his foster parent and guardian, Rose, reported what happened to the EEOC. Following an investigation, the EEOC filed a lawsuit alleging that when the employer failed to accommodate Paul’s disabilities and fired him, it violated the Americans with Disabilities Act (ADA). A jury found that the employer violated the ADA. Paul received more than $122,000, including for lost wages. “Advancing Independence and Community Integration for All: Supporting Individuals with Intellectual Disabilities Through High Quality Home and Community Based Services,” a report by the President’s Committee for People with Intellectual Disabilities, provides recommendations for improving employment opportunities and addressing employment discrimination against people with intellectual disabilities. Read it here:https://lnkd.in/dgr498XP

The “Know Your Rights” poster summarizes EEOC-enforced laws in simpler terms and explains in plainer language how employees or applicants can file a charge if they believe that they have experienced discrimination. https://lnkd.in/egMX3qC8

Stay connected. Subscribe here to get the latest news and other information from the EEOC sent directly to your email inbox. https://lnkd.in/dqgxHTD

Harassment at work based on religion, national origin, and race, including against those who are, or perceived to be Arab, Israeli, Jewish, Middle Eastern, Muslim, or Palestinian is unlawful. EEOC’s fact sheet on harassment and discrimination related to religion, race, and national origin can help you identify potentially unlawful actions in the workplace. Read it here: https://lnkd.in/etJDD4B4 Image text: Anti-Arab, Anti-Middle Eastern, Anti-Muslim & Antisemitic discrimination are illegal. Employment discrimination based on religion, national origin, and race, including discrimination against those who are, or are perceived to be, Arab, Israeli, Jewish, Middle Eastern, Muslim, or Palestinian can involve: harassment, denial of religious accommodations, disparate treatment, retaliation, segregation. The EEOC’s fact sheet identifies potentially illegal employment discrimination related to religion, national origin, and race. Report unlawful discrimination to https://lnkd.in/emUATKy or call 1-800-669-4000.