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Does EEOC apply to contractors?

Does EEOC apply to contractors?

The U.S. Equal Employment Opportunity Commission notes that the anti-discrimination laws that it enforces don’t apply to independent contractors, as well as those working for employment agencies and in various other situations. The federal agency offers more guidelines here and on its website, eeoc.gov.

Who is not covered under EEOC?

Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.

Does EEOC protect independent contractors?

The Equal Employment Opportunity Commission (EEOC) administers Title VII of the Civil Rights Act and other federal anti-discrimination laws which generally protect “employees,” as oppose to independent contractors or other non- employees.

Can the EEOC investigate?

The EEOC has authority to investigate whether there is reasonable cause to believe discrimination occurred. In many cases, the organization may choose to resolve a charge through mediation or settlement.

What employers does EEOC apply to?

Coverage

  • Business/private employers.
  • State or local governments.
  • Federal government agencies.
  • Employment agencies.
  • Labor unions or Join Apprenticeship Committees.

What can businesses not discriminate against?

Title VII of the Civil Rights Act of 1964 (Title VII): This established that employers can’t discriminate against people because of their race, color, religion, sex or national origin. The law also requires employers to reasonably accommodate applicants’ and employees’ sincerely held religious practices.

What is severe or pervasive?

“Severe or pervasive” means conduct that alters the conditions of. employment and creates a work environment that is hostile, intimidating, offensive, oppressive, or abusive.

What happens at the end of an EEOC investigation?

At the end of an investigation, the EEOC makes a determination on the merits of the charge. If the EEOC concludes that the information obtained in the investigation does not establish a violation of the law, the person who filed the charge of discrimination will be issued a letter called a “Dismissal and Notice of Rights.”

What do you need to know about Conciliation and EEOC?

Conciliation is a voluntary process, and the parties must agree to the resolution – neither the EEOC nor the employer can be forced to accept particular terms. The EEOC is required by Title VII to attempt to resolve findings of discrimination on charges through conciliation.

How to request a commissioner charge in the EEOC?

But the idea for a Commissioner charge can arise in several ways. “Any person or organization may request the issuance of a Commissioner charge for an inquiry into individual or systemic discrimination” by submitting the request, “with any pertinent information, … to the nearest District, Field, Area, or Local” EEOC office. 29 C.F.R. § 1601.6 (a).

Can a person file a complaint with the EEOC?

Every employee has the right to file an EEOC complaint, not only those who feel like they have been discriminated against. The employer supplies documents and other information relevant to the case when a worker files a complaint. These items include copies of HR policies and any personnel files after the EEOC has followed up with a formal request.