In fiscal year 2005, received 45,846 charges to process and resolved 46,885 which monetarily benefited 11,548 persons in the sum of $145,976,264. In fiscal year 2005 for all statutes which EEOC has legislative responsibility to enforce, EEOC filed 417 suits and resolved 370 suits with a benefit sum of $107,730,067 in monetary relief which benefited more than thousands of victims of employment discrimination. The filed and resolved suits included direct, intervention, administrative settlement enforcement and preliminary relief. In fiscal year 2005, filed 31 appellate briefs,including 27 as amicus curiae filed in the courts of appeal and Supreme Court. In fiscal year 2005, EEOC filed 297 lawsuits on the merits raising Title VII issues either as a sole statute or concurrent with other statutes and resolved 242 merit suits with a direct monetary benefit of $101,311,816. Projected data are unavailable for fiscal year 2006. (Litigation and systemic data are for programs 30.001, 30.008, 30.010 and 30.011 combined.)
Uses and Use Restrictions
Individuals are protected from discrimination on the basis of race, color, religion, sex and national origin by employers with 15 or more employees, by Federal, state, and local governments, by employment agencies, and by labor organizations.
Charges of discrimiinatory employment practices by or on behalf of an individual or group of iindividuals claiming to be aggrieved are received.
Mediation of the dispute may be offered.
If mediation is not used or is not successful, investigations ensue.
If reasonable cause is not found, the Commission issues a right to sue letter.
If reasonable cause is found, the charge is conciliated.
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.
If conciliation fails on a charge against a State or local goverment, EEOC refers the case to the Department of Justice for consideration of litigation or issuance of a right to sue letter.
Any aggrieved individual, or any individual, labor union, association, legal representative, or organization 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, an employment agency, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining.
Prohihits employment discrimination on the bases of race, color, national orgin, religion and sex.
Applicants, current employees, and former employees of the named respondent(s) in a charge who have been subjected to unlawful employment practices.
An allegation of unlawful employment practice(s) may be made in person or by mail. An allegation must be in writing, signed, and notarized (only when necessary to meet State and local requirements) or supported by an unsworn declaration in writing under penalty of perjury. Charge forms (EEOC Form 5, Charge of Discrimination) are available to all persons from all field offices of the Commission.
Aplication and Award Process
This program is excluded from coverage under E.O.
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 either by mail or in person at the appropriate field office of the EEOC.
A charge is sufficient when the Commission receives from the person making the charge a written statement sufficiently precise to identify the parties and to describe generally the action or practices complained of.
Individuals with complaints or desiring to bring their own suit under Title VII must file a charge of discrimination alleging discrimination with the EEOC within 180 days of the alleged unlawful practice (or within 300 days if there is a State or local agency with its own discrimination law and authority to grant relief). When EEOC completes its investigation without obtaining relief for persons covered by a charge, covered persons will be given written notice of their right to sue. Persons can also request a notice of right to sue before EEOC finishes its investigation after the charge has been on file 180 days. When a right to sue is issued on request, EEOC usually stops investigating. Suit must be brought within 90 days of receipt of the notice of right to sue.
Civil Rights Act of 1964, Title VII, as amended, Public Laws 88-352 and 92-261, 42 U.S.C. 2000e; Civil Rights Act of 1991, Public Law 102-166.
Range of Approval/Disapproval Time
Formula and Matching Requirements
Length and Time Phasing of Assistance
Post Assistance Requirements
(Salaries and expenses) Note: Includes obligations for programs 30.008 and 30.010. FY 07 $331,228,000; FY 08 est not available; and FY 09 est not reported.
Range and Average of Financial Assistance
Regulations, Guidelines, and Literature
Publications are furnished free in limited quantities. Procedural Regulations and Guidelines, 29 CFR Part 1601; Guidelines on Discrimination because Of Sex, 29 CFR Part 1604; Guidelines on Discrimination because of Religion, 29 CFR Part 1605; Guidelines on Discrimination because of National Origin, 29 CFR Part 1606. Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors; Enforcement Guidance: Compensatory and Punitive Damages Available under Section 102 of the Civil Rights Act of 1991; Enforcement Guidance: Application of EEO Laws to Contingent Workers Placed by Temporary Employment Agencies and Other Staffing Firms; Enforcment Guidance; Vicarious Employer Liability for Unlawful Harassment by Supervisors; Compliance Manual Section: "Retaliation;" Compliance Manual Section: "Compensation Discrimination;" Compliance Manual Section: "Threshold Issues;" Compliance Manual Section: "Employee Benefits" as revised, August 20, 2001; Compliance Manual Section: "National Origin Discrimination;" Questions and Answers: Definition of Job Applicant for Internet and Related Electronic Technologies; Questions and Answers about workplace Rights of Muslims, Arabs, South Asians and Sikhs under EEO Laws; Questions and Answers about employer Responsibilities concerning the employment of Muslins, Arabs, South Asians, and Sikhs. Commission Decision on Coverage of Contraception. Fact Sheets: National Origin Discrimination; Religious Discrimination; Race/Color Discrimination; Sexual Harassment Discrimination; Employment Discrimination based on Religion, Ethnicity, or country of Origin. Contact: Publications Distribution Center,(1-800) 669-3362 (Voice) or (1-800) 800-3302 (TTY). EEOC Web Site: http://www.eeoc.gov; EEOC, 1801 L Street, N.W., Washington, DC 20507.
Regional or Local Office
Any EEOC office listed in Appendix IV of the Catalog.
Contact: Communications Staff, Office of Communications and Legislative Affairs, Equal Employment Opportunity Commission, 1801 L Street, N.W., Washington, DC 20507. Telephone: (202) 663-4900 (Voice) or (202) 663-4494 (TTY).
Criteria for Selecting Proposals
Weston Mill-based social enterprise Surplus Rescue CIC (Community Interest Company) recycles and finds homes for unwanted furniture. To date, it has received “extensive amounts” of quality second-hand furniture including desks, pedestals, cupboards and office chairs from a former local authority office equipment – and wants to find them a good home.