Question

CAN YOU SOMEONE PLEASE HELP ME THIS YOPIC IS A TWO PART AND EACH OF THE TWO PART SHOULD BE THREE PARAGRAPHS. this question has two parts 1) what is the process that the federal equal employment laws went through to become laws? in other words, what was the process by which federal equal employment actually become a law? and 2) when the civil rights act of 1964 was passed the law also established an equal employment opportunities commission. what are the primary functions of this commission?

Answer 1

The process for the Federal Equal Employment laws to become laws was not any different from the way any law becomes a law. It started with an idea, the idea of equal employment becomes a Bill. Senators discuss the pros and cons of the Bill, possibly add or subtract some aspects of the Bill and push that to Congress. Congress performs the same actions as the Senators ensuring that both sides agree on the Bill, and push to the President. The President of the United States will either approve the Bill into a law, or deny and request changesto the Bill

The Federal Equal Employment laws did not become laws until the passing of the Equal Pay Act of 1963. The Primary function of the Equal Employment Opportunities Commission (EEOC) is to interpret and enforce federal laws that prohibit discrimination. The EEOC also ensures that the federal government is in compliance with equal employment opportunity .

If a law prohibiting discrimination, or an amendment to an existing law is passed, the EEOC has to interpret it. This is done with use of regulations. The regulations outline and clarify employee rights, enforcement standards, and anything deemed important by the EEOC or the Supreme Court. The regulations also help fill in a lot of the gaps from congress when some of the laws were first passed in the early 1950’s and 1960’s.

After a law or amendment is interpreted, it can now be enforced. If an employee feels they are being discriminated against, they must file a complaint/ charge with the EEOC. The EEOC will hear the complaint, and evaluate the employees claim decide how they should proceed. The EEOC could dismiss the charge on grounds that it does not violate the law, or the employee was at fault.

They could investigate the charge, or try to mediate a settlement between the employee and the agency. The EEOC could choose to charge the agency itself on behalf of the employee. The charge would have to be very important and substantiated in order for the EEOC to choose this option