Equal employment opportunity what is it

Although women make up the majority of shop floor employees, men outnumber women two to one in management positions in the retail industry.

The SDA is committed to ensuring that women are given the same opportunities as men in all aspects of their employment in the retail industry, including access to training and promotion. Have you ever felt you were denied a promotion to management because you were a woman? Do you believe that women have equal access to training and extra hours in your workplace? These and other aspects of workplace discrimination are areas in which the SDA may be able to help you.

Equal employment opportunity laws are there to help and protect you. As a union protecting employees in the retail industry, the SDA strives to enforce these laws by making sure employers are meeting their responsibilities. The SDA will do everything within its power to assist you to achieve equal employment opportunity. The SDA is already helping you with areas which affect your ability to be treated equally at work through enterprise agreements and regular discussions with companies.

Share sensitive information only on official, secure websites. The U. Equal Employment Opportunity Commission EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex including pregnancy, transgender status, and sexual orientation , national origin, age 40 or older , disability or genetic information.

Most employers with at least 15 employees are covered by EEOC laws 20 employees in age discrimination cases. Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law.

EEOC laws cover both employees and job applicants. However, EEOC requirements only apply to employers with at least 15 employees. Therefore, an employee who has been the victim of discrimination at a company employing 10 people may not file a complaint with the EEOC.

Many state laws lower this number, though, to allow employees to still bring discrimination claims against employers with less than 15 employees. In general, the EEOC investigates charges of discrimination by gathering documents and interviewing supervisors, managers and co-workers. At the conclusion of an investigation, the EEOC has the option of filing a lawsuit. The Department of Labor There are several federal agencies that handle this enforcement.