Mach Mining: A New Era for EEOC Enforcement Actions?

Title VII of the Civil Rights Act of 1964, as amended, requires the Equal Employment Opportunity Commission (EEOC) to take certain steps prior to bringing suit on behalf of individuals filing charges of discrimination. For example, Title VII imposes on the EEOC duties to provide notice to the employ...

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Bibliographic Details
Published inLabor law journal (Chicago) Vol. 68; no. 2; p. 115
Main Authors Mullings, Sandra J, Grant, Shawn
Format Journal Article
LanguageEnglish
Published Riverwoods CCH Incorporated: Health & Human Resources 01.07.2017
Subjects
Attorneys
Discrimination
Employers
Employment discrimination
Federal court decisions
Investigations
Labor law
State court decisions
Studies
Supreme Court decisions
United States > US
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Summary:Title VII of the Civil Rights Act of 1964, as amended, requires the Equal Employment Opportunity Commission (EEOC) to take certain steps prior to bringing suit on behalf of individuals filing charges of discrimination. For example, Title VII imposes on the EEOC duties to provide notice to the employer, to investigate the claims and to attempt to conciliate those claims before bringing suit on those charges. Specifically 42 U.S.C. § 2000e-5(b), requires that, after receiving a charge, the EEOC is to give notice of the charge to the employer and investigate the charge. If, after investigation, the EEOC determines that there is reasonable cause to believe the charge is true, the EEOC "shall endeavor to eliminate any such alleged unlawful employment practice by informal methods of conference, conciliation, and persuasion." The EEOC may bring a civil action against a (non-governmental) employer if, within the relevant time period, the EEOC "has been unable to secure from the respondent a conciliation agreement acceptable to the Commission."
ISSN:0023-6586