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The EEOC (Equal Employment Opportunity Commission) has developed since its inception in 1964:
• 1964 – The Civil Rights Act of 1964 established the EEOC: a five-member commission with the mission to wipe out discrimination in the workplace. The commission was non-partisan, and worked to educate the community about discrimination. • 1967 – The Age Discrimination in Employment Act (ADEA) was enacted to protect those citizens between the ages of 40 and 65 from employment discrimination. The 1986 ADEA amendment adds protection for those workers over the age of 65. This act was a major boost to the EEOC’s efforts in fighting age discrimination. • 1972 – The Equal Employment Opportunity Act (EEOA) reformed the Civil Rights Act of 1964 in historic ways. This important act gave the EEOC the right to sue employers, so that the EEOC was no longer a “tiger without teeth.” The EEOA also held that schools and state and local governments could not discriminate. The EEOA reduced the number of employees needed to qualify for equal protection, and increased the number of days employees could file claims. • 1978 – Several amendments in this year protected pregnant women. They also gave more power and authority to the EEOC to direct other government offices. • 1990 – The Americans with Disabilities Act (ADA) was signed into law. The ADA gave the EEOC another tool for fighting discrimination in the nation’s courts. • 1996 – EEOC Education, Technical Assistance, and Training Revolving Fund Act (EETATRFA) provides the EEOC with improved educational tools. Educating the public about workplace discrimination is a powerful weapon that will prevent discrimination from happening in the first place. |
