||Oracle Tips by Burleson
The United States Equal Employment Opportunity
several Federal employment laws that prohibit job discriminationand may be applicable to employment termination. These laws include:
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
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
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
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:
Firing Computer Professionals
manager Guide for Terminating "With Cause"