Fiscal Year 2016: In fiscal year 2016, EEOC field legal units filed 86 merits lawsuits, including 58 individual suits, 11 non-systemic suits with multiple victims, and 18 systemic suits. Merits lawsuits are direct suits or interventions alleging violations of the substantive provisions of the statutes enforced by EEOC and suits to enforce administrative settlements. These merits filings alleged violations covering a wide variety of bases, including disability (36), sex (25), retaliation (24), race (10), religion (6), national origin (5), age (2), and genetic information (2). The issues raised most frequently in these suits were discharge (48), hiring (22), reasonable accommodation (17), and harassment (11). At the end of fiscal year 2016, EEOC had 166 cases on its active district court docket, of which 30 (18.1 percent) were non-systemic multiple victim cases and 47 (28.3 percent) involved challenges to systemic discrimination. The agency also filed 28 subpoena enforcement actions. EEOC?s legal staff resolved 139 merits lawsuits in the federal district courts for a total monetary recovery of $52.2 million. EEOC achieved a favorable resolution in 90.6 percent of all district court resolutions. A total of 8,489 individuals received monetary relief as a direct result of EEOC lawsuit resolutions. The Commission also resolved 32 subpoena enforcement actions during the fiscal year. Fiscal Year 2016: EEOC received 91,503 charges alleging discrimination in employment, resolved 97,443 charges and obtained monetary benefits of $348 million. Fiscal Year 2017: No Current Data Available; Fiscal Year 2018: No Current Data Available. Fiscal Year 2017: No Current Data Available Fiscal Year 2018: No Current Data Available
Uses and Use Restrictions
Individuals are protected from discrimination on the basis of race, color, religion, sex (including pregnancy, gender identity and sexual orientation) and national origin by employers with 15 or more employees, including state and local governments, employment agencies, labor organizations and the federal government.
The EEOC Assessment System, available at https://egov.eeoc.gov/eas/, enables individuals to determine whether EEOC is the appropriate agency to contact regarding discrimination, harassment or retaliation.
Charges of discriminatory employment practices can be filed at the field office by or on behalf of an individual or group of individuals claiming to be aggrieved.
Mediation may be offered to the parties involved.
If mediation is not used or is not successful, further investigation may ensue.
If after its investigation the Commission does not find reasonable cause, the charging party is issued a right to sue letter to the party who filed the charge, giving him or her the right to file a civil action in federal court within 90 days.
If the Commission determines that there is reasonable cause to believe that discrimination has occurred, it will attempt to resolve the charge informally through conciliation.
If conciliation proves to be unsuccessful and the employer is not a state or local government, the Commission may bring a civil action against respondent(s) named in the charge or issue a right to sue letter to the party who filed the charge, giving him or her the right to file a civil action in federal court within 90 days.
If conciliation fails on a charge against a state or local government, EEOC refers the case to the Department of Justice for consideration of litigation or issuance of a right to sue letter.
A federal government applicant or employee who believes that his or her employment rights have been violated under this statute and wants to make a claim against a federal agency must file a complaint with that agency and follow the procedures set forth at 29 C.F.R.
Any aggrieved individual, or any individual, organization, or agency filing on behalf of an aggrieved individual, who has reason to believe that an unlawful employment practice within the meaning of Title VII, as amended, has been committed by an employer with 15 or more employees, a state or local government entity, an employment agency, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs.
Any aggrieved individual who believes he or she has been retaliated against for opposing employment practices that discriminate, or who testifies, or participates in any way in an investigation, proceeding, or litigation under Title VII.
Applicants, current employees, or former employees of the named respondent(s) who have been subjected to employment practices based on race, color, religion, sex, or national origin by the named respondent(s), and/or who have been subjected to retaliation for opposing discrimination or participating in a Title VII investigation, proceeding, or litigation.
A claim of unlawful employment practice(s) may be made in person, by mail or by fax. An allegation must be in writing, signed, and/or notarized when necessary to meet state or local requirements. Charge forms (EEOC Form 5, Charge of Discrimination) are available to all persons at all field offices of the Commission. Individuals may also consult EEOC's website at http://www.eeoc.gov/emloyees/howtofile.cfm for detailed information about filing a charge. Complaints against the federal government should be filed at the relevant agency's EEO office. Each agency is required to post information about how to contact the agency's EEO office. Federal government applicants or employees should consult EEOC's website at http://www.eeoc.gov/federal/fed_employees/complaint_overview.cfm for details about filing an employment discrimination complaint against a federal agency. This program is excluded from coverage under 2 CFR 200, Subpart E - Cost Principles.
Aplication and Award Process
Preapplication coordination is not applicable.
Environmental impact information is not required for this program.
This program is excluded from coverage under E.O.
This program is excluded from coverage under 2 CFR 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards. A charge may be filed by any aggrieved individual, any individual on behalf of an aggrieved individual, or by any organization, i.e., labor union, association, legal representative, etc., either as an aggrieved entity or on behalf of an aggrieved individual. Charges may be filed in person, by mail or by fax at the nearest field office of the EEOC. Complaints against the federal government should be filed at the relevant agency's EEO office. Each agency is required to post information about how to contact an agency's EEO office.
A charge is sufficient when the Commission receives from the person making the charge a written signed statement that includes an allegation of discrimination, the name(s) of the parties involved, and a request that the EEOC act to protect the applicant or employee?s rights or otherwise settle a dispute between the applicant or employee and the employer. The charge must also be verified either by oath or signed under penalty of perjury.
Title VII of the Civil Rights Act of 1964 (Public Law 88-352), as amended, 42 U.S.C. section 2000e et seq.
Range of Approval/Disapproval Time
Title VII requires that charges be filed within 180 days of the date of the alleged violation or, within 300 days if the charge is also covered by a state or local anti-discrimination law and there is a state or local entity with the authority to enforce the law , or within 30 days after the receipt of notice of termination of state or local proceedings, whichever is earlier. If the evidence does not establish that discrimination occurred, charging parties will be given written notice of their right to sue. A charging party may file a lawsuit within 90 days after receiving a notice of a right to sue from EEOC, as stated above. Under Title VII, a charging party also can request a notice of right to sue from EEOC 180 days after the charge was first filed with the Commission, and may then bring suit within 90 days after receiving this notice. When a right to sue letter is issued at the request of the charging party, EEOC usually stops its investigation. Federal employees must generally contact the agency's EEO Counselor within 45 days from the date the discrimination occurred.
Formula and Matching Requirements
Statutory formulas are not applicable to this program. Matching requirements are not applicable to this program. MOE requirements are not applicable to this program.
Length and Time Phasing of Assistance
Not applicable. See the following for information on how assistance is awarded/released: Not applicable.
Post Assistance Requirements
(Salaries) FY 16 $364,500,000; FY 17 est $364,500,000; and FY 18 est $363,807,086 - Not separately identifiable. (Salaries and Expenses).
Range and Average of Financial Assistance
Regulations, Guidelines, and Literature
A significant number of publications are available on the EEOC web site (www.eeoc.gov). To request documents in alternative formats (Braille, large print, etc), contact the EEOC at (202) 663-4191. Regulations include: 29 CFR 1601, Procedural Regulations and Guidelines; 29 CFR 1602, Recordkeeping and Reporting Requirements under Title VII and the ADA; 29 CFR 1604, Guidelines on Discrimination Because of Sex; 29 CFR 1605, Guidelines on Discrimination Because of Religion; 29 CFR 1606, Guidelines on Discrimination Because of National Origin. Enforcement Guidances and policy documents include: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities; Vicarious Employer Liability for Unlawful Harassment by Supervisors; Application of EEO Laws to Contingent Workers Placed by Temporary Employment Agencies and Other Staffing Firms; Sex Discrimination in the Compensation of Sports Coaches in Educational Institutions. Compliance Manual: Section 2: Threshold Issues; Section 3: Employee Benefits; Section 8: Retaliation; Section 10: Compensation Discrimination; Section 12: Religious Discrimination; Section 13: National Origin Discrimination; Section 15: Race and Color Discrimination. Technical assistance documents, fact sheets, and other relevant material include: Best Practices for Eradicating Religious Discrimination in the Workplace; Commission Decision on Coverage of Contraception; Employer Best Practices for Workers with Caregiving Responsibilities; Employment Tests and Selection Procedures; The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964; Questions and Answers About Employer Responsibilities Concerning the Employment of Muslims, Arabs, South Asians, and Sikhs; Questions and Answers About the Workplace Rights of Muslims, Arabs, South Asians, and Sikhs Under the Equal Employment Opportunity Laws; Fact Sheet: Employment Discrimination Based on Religion, Ethnicity, or Country of Origin; Fact Sheet: National Origin Discrimination; Fact Sheet: Race/Color Discrimination; Fact Sheet: Religious Discrimination; Fact Sheet: Sexual Harassment Discrimination.
Regional or Local Office
See Regional Agency Offices. See map of field offices available at http:www.eeoc.gov/field/index.cfm. EEOC offices are also listed in Appendix IV of the Catalog.
Equal Employment Opportunity Commission 131 M Street, NE, Washington, District of Columbia 20507 Phone: 202-663-4191/202-663-4494 (TTY)
Criteria for Selecting Proposals
A recruiting trends report by Michigan State University’s (MSU) Collegiate Employment Research Institute discovers that the financial services sector is decreasing the hiring rate for Bachelor’s degrees from “double-digit expansion”.