For further discussion of national origin discrimination, refer to the Commission's "Guidelines on Discrimination Because of National Origin," 29 C. It also ensures that the Commission will not have to determine what is or is not a religion, something which it would be inappropriate for the government to do. Title VII prohibits discrimination based on sex, including both sexual harassment, where the prohibited conduct is sexual in nature, Example 1 - CP alleges that her supervisor made frequent derogatory comments about women and referred to female employees as "girls." CP has alleged discrimination based on sex covered by Title VII. In most circumstances, the ADA only prohibits employment discrimination against a "qualified individual with a disability." Unlike Title VII and the ADEA, under which the charging party's status as a member of a protected group is seldom in doubt, coverage is frequently a significant issue in ADA cases.Religious discrimination also includes discrimination against someone because s/he is an atheist. Example 2 - CP alleges that her supervisor refused to promote her because she refused to engage in sexual relations with him. The ADEA prohibits age discrimination against individuals 40 years of age or older. In such cases, it is necessary to determine whether the individual has a disability Some investigation may be required before it can be determined whether an individual is a qualified individual with a disability.
So, take a stroll down memory lane to remember all of our past Word of the Year selections.
SUBJECT: EEOC COMPLIANCE MANUAL PURPOSE: This transmittal covers the issuance of Section 2 of the new Compliance Manual on "Threshold Issues." The section provides guidance and instructions for investigating and analyzing coverage, timeliness, and other threshold issues that are generally addressed when a charge is first filed with the EEOC.
If a charge does not satisfy threshold requirements, it should be dismissed.
Where satisfaction of a particular requirement is a close question, the charge should be taken and processed.
While the principles discussed in this Section apply in most jurisdictions, a few may be inconsistent with the law in a particular jurisdiction.
The investigator should consult with the legal unit if applicable case law differs from the Commission's position on a particular issue.Our Word of the Year choice serves as a symbol of each year’s most meaningful events and lookup trends.It is an opportunity for us to reflect on the language and ideas that represented each year.EFFECTIVE DATE: Upon receipt DISTRIBUTION: EEOC Compliance Manual holders OBSOLETE DATA: This section of the new Compliance Manual supersedes the following: Section 605: (a) Bona Fide Executive (b) High Policymaker (a) Integrated Enterprises (b) Joint Employers (a) Generally (b) Embassies (a) Definition of "Club" (b) Is the Club Private?(c) Meaningful Conditions of Limited Membership This Section discusses coverage, timeliness, and other threshold issues to be considered when a charge is first filed under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), This Section does not address defenses that a respondent may raise to defeat a charge of discrimination that satisfies the threshold requirements, such as the bona fide occupational qualification defense or substantive defenses to benefits claims under the ADEA.For further discussion of religious discrimination, refer to the Commission's "Guidelines on Discrimination Because of Religion," 29 C. CP has alleged discrimination based on sex covered by Title VII. If a charge alleges compensation discrimination based on sex, the investigator should treat it as alleging a violation under both Title VII and the EPA, subject to statutory requirements such as timeliness. For a more detailed discussion of age discrimination, refer to 29 C. When the investigator is uncertain about whether an individual is covered, the charge should be taken and the issue investigated. Part 1630; and Section 902: An individual is protected from retaliation for opposition to discrimination as long as s/he had a reasonable and good faith belief that s/he was opposing an unlawful discriminatory practice, and the manner of opposition was reasonable.