14.4: Enforcement of Title VII
- Page ID
- 49122
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)Equal Employment Opportunity Commission
The Civil Rights Act of 1964 is a federal law, but it does not give victims of discrimination the immediate right to file a federal lawsuit. Instead, the Act created a federal agency, the Equal Employment Opportunity Commission (EEOC) to enforce civil rights in the workplace. The EEOC publishes guidelines to assist businesses in deciding what employment practices are lawful. The EEOC also investigates complaints filed by workers who believe they are victims of unlawful discrimination. If the EEOC believes that unlawful discrimination has taken place, the EEOC can file charges against the employer.
Employees must file a Title VII charge with the EEOC before going to court. If the EEOC investigates and decides not to pursue the case any further, the EEOC will issue a “right to sue” letter. With that letter, the employee can then file a case in federal court within 90 days of the date of the letter. Any EEOC complaint must be filed within 180 days of the alleged discriminatory act taking place. If employees wait beyond 180 days, their claims will be dismissed.
In 2009, the Lilly Ledbetter Fair Pay Act clarified that discriminatory pay decisions occur every time unequal compensation is paid and the statute of limitations begins again on the date of each unequal paycheck. Therefore, plaintiffs have 180 days from the time they receive a discriminatory paycheck to file a complaint with the EEOC.
The EEOC has the authority to award several remedies to victims of discrimination. These include the award of back pay for any lost wages, the issuance of an injunction to stop the employer from continuing any acts or policies of discrimination, ordering a terminated or demoted employee reinstated to his or her prior position, and the award of compensatory damages for out-of-pocket costs resulting from the discrimination as well as emotional harm. In cases of severe or reckless discrimination, punitive damages are also available.
EEOC Procedure
After receiving the charge, the EEOC will investigate the allegations. If there is sufficient proof of discrimination, the EEOC may (1) help the parties reach a settlement; (2) impose sanctions; or (3) prosecute the case in federal court. The EEOC’s investigative and enforcement powers are broad.
When filing a complaint, the plaintiff must show a prima facie case of discrimination. This means that “on first look,” the plaintiff has evidence that the defendant discriminated against him or her based on membership in a protected class. The plaintiff is not required to prove discrimination at this stage. Instead, the plaintiff must show only a presumption that discrimination occurred.
The defendant then files a response and may present evidence that its decision was based on a legitimate, non-discriminatory reason or business necessity. For example, an employee was fired for poor performance rather than membership in a protected class.
After the defendant presents its case, the plaintiff must show that the defendant’s reason is pretext. In other words, the reason the defendant gave was a “cover” for discrimination. In disparate impact cases, the plaintiff may show that less discriminatory rules would achieve the same result.
The case is investigated and decided by the EEOC hearing officer. The officer will issue either a finding on the charge or a notice of the right to sue, after which an employee has 180 days to file a discrimination complaint in federal court.
Affirmative Action
To correct past mistakes in treatment of women and minorities, many businesses go beyond being equal opportunity employers by adopting affirmative action programs. Businesses are not legally required to undertake affirmative action programs, but many do. Businesses may voluntarily undertake affirmative action programs, as long as those programs are meant to correct an imbalance in the workforce, are temporary, and do not unnecessarily infringe on the rights of non-beneficiaries.
Affirmative action plans can be tricky to administer because Caucasian Americans can also be the victims of race discrimination, which is often called reverse discrimination. The provisions of Title VII are meant to protect all individuals from race discrimination.
The EEOC will take into consideration if a defendant’s actions are part of an affirmative action program. However, businesses may still be liable for discrimination even if they adopt an affirmative action program. Therefore, businesses should be careful that they are not adopting a program that results in disparate impact claims from other protected groups.