"Title VII (Civil Rights Act of 1964), prohibits employment discrimination based on race, color, religion, sex, or national origin. It goes on to include the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination, and the Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older" (EEOC).
Human resource departments of today must keep apprised of current employment laws in addition to the health and welfare of its employees. Organizations are very susceptible to discrimination lawsuits daily and, with a strong, knowledgeable, and highly skilled human resource specialists, its work force and profits are kept in balance. As the saying goes, "without the employees, the company may as well not exist". Well, the same should apply, "fair treatment to all employees, for all reasons (race, color, creed, sex, sexual orientation, age, pregnant or not, or national origin) as the company grows financially, its employees' bring harmony to the organization and can be rewarded accordingly.
Many uninformed workers do not know where to begin if they suspect that discrimination against them has taken place. Although the affected employee has the inherent right to sue, they must first file a formal complaint and set up an appointment with the Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and Housing (DFEH).
The EEOC enforces all of these laws as well as provide oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. Although many employees are afraid of retaliation from the employer, if the employee fails file a complaint with the EEOC and files a lawsuit with the courts, it will be dismissed. However, the charge must be filed within180 days from the date...