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Federal Employment Laws

The United States Equal Employment Opportunity Commission(EEOC) enforces several Federal employment laws that prohibit job discriminationand may be applicable to employment termination. These laws include:

  • Title VII of the Civil Rights Act of 1964
     

  • The Age Discrimination in Employment Act of 1967 (ADEA)
     

  • Title I and Title V of the Americans with Disabilities Actof 1990 (ADA)
     

  • The Civil Rights Act of 1991  

Other federal laws not administered by the Equal Employment Opportunity Commissionthat also provide protections surrounding employment termination include the:

Family and Medical Leave Act of 1993(FMLA)

Immigration Reform and Control Act of 1986(IRCA)

Employee Retirement Income Security Act of 1974(ERISA)

Sarbanes-Oxley Act of 2002

FAST FACT

EEOC FY2002 Office of General Counsel Annual Report

Of the merit suits filed, 74.1% were filed to enforce Title VII, 12.3% were filed under the ADA, 8.7% were filed under the ADEA. 0.6 % under the EPA, and 4.2% were files under more than one statute (concurrent).
 

The EEOC, in addition to discriminationprotections, is also responsible for oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.

This involves developing and implementing agreements, policies, and practices designed to promote efficiency and eliminate conflict, competition, duplication, and inconsistency across all Federal departments responsible for equal employment opportunity. Employers are required to post notices to all employees advising them of their rights afforded by the EEOC enforced laws and their right to protection from retaliation.

The EEOC’s National Mediation Program resolved more than 7,800 charges at a settlement rate of 68% in FY2002.
 


The above book excerpt is from:

You're Fired! Firing Computer Professionals

The IT manager Guide for Terminating "With Cause"

ISBN 0-9744486-4-8

Robert Papaj 

http://www.rampant-books.com/book_2005_1_firing.htm

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