Employment Discrimination-Title VII of the Civil Rights Act of 1964 (30.001)
Program
30.001 Employment Discrimination-Title VII of the Civil Rights Act of 1964
Federal Agency
Agency: Equal Employment Opportunity Commission
Authorization
Civil Rights Act of 1964.
Program Number
30.001
Last Known Status
Active
Objectives
Title VII prohibits employment discrimination against applicants or employees based on race, color, religion, sex, or national origin. Title VII also prohibits retaliation against applicants or employees who oppose employment practices that discriminate based on race, color, religion, sex or national origin or who file a discrimination charge, testify, or participate in any way in an investigation, proceeding, or litigation under Title VII.
Types of Assistance
ADVISORY SERVICES AND COUNSELING; INVESTIGATION OF COMPLAINTS
Uses and Use Restrictions
Individuals are protected from discrimination on the basis of race, color, religion, sex and national origin by employers with 15 or more employees, by Federal, state, and local governments, by employment agencies, and by labor organizations. The EEOC Assessment System, available at https://apps.eeoc.gov/eas/, enables individuals: to determine whether EEOC is the appropriate agency to contact regarding discrimination, harassment or retaliation. Charges of discriminatory employment practices by or on behalf of an individual or group of individuals claiming to be aggrieved are received. Mediation of the dispute may be offered. If mediation is not used or is not successful, investigations may ensue. If reasonable cause is not found, the Commission issues a right to sue letter. If reasonable cause is found, the charge is conciliated. If conciliation proves to be unsuccessful and the employer is not a State or local government, the Commission may bring a civil action against respondent(s) named in the charge or issue a right to sue letter. If conciliation fails on a charge against a State or local government, EEOC refers the case to the Department of Justice for consideration of litigation or issuance of a right to sue letter.
Eligibility Requirements
Applicant Eligibility
Any aggrieved individual, or any individual, labor union, association, legal representative, or organization filing on behalf of an aggrieved individual, who has reason to believe that an unlawful employment practice within the meaning of Title VII, as amended, has been committed by an employer with 15 or more employees, an employment agency, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining. Prohihits employment discrimination on the bases of race, color, national orgin, religion and sex.
Beneficiary Eligibility
Applicants, current employees, and former employees of the named respondent(s) in a charge who have been subjected to unlawful employment practices.
Credentials/Documentation
An allegation of unlawful employment practice(s) may be made in person or by mail. An allegation must be in writing, signed, and notarized (only when necessary to meet State or local requirements) or supported by an unsworn declaration in writing under penalty of perjury. Charge forms (EEOC Form 5, Charge of Discrimination) are available to all persons from all field offices of the Commission. This program is excluded from coverage under OMB Circular No. A-87.
Application and Award Process
Preapplication Coordination
Preapplication coordination is not applicable. Environmental impact information is not required for this program. This program is excluded from coverage under E.O. 12372.
Application Procedure
This program is excluded from coverage under OMB Circular No. A-102. This program is excluded from coverage under OMB Circular No. A-110. A charge may be filed by any aggrieved individual, any individual on behalf of an aggrieved individual, or by any organization, i.e., labor union, association, legal representative, etc., either as an aggrieved entity or on behalf of an aggrieved individual. Charges may be filed either by mail or in person at the appropriate field office of the EEOC.
Award Procedure
A charge is sufficient when the Commission receives from the person making the charge a written statement that includes an allegation of discrimination, the name(s) of the parties involved, and a request that the EEOC act to protect the applicant or employee’s rights or otherwise settle a dispute between the applicant or employee and the employer.
Deadlines
Not Applicable.
Range of Approval/Disapproval Time
Title VII requires that charges be filed within 180 days of the date of the alleged violation, within 300 days if the charge is also covered by a state or local anti-discrimination law, or within 30 days after the receipt of notice of termination of state or local proceedings, whichever is earlier. If the evidence does not establish that discrimination occurred, charging parties will be given written notice of their right to sue. A charging party may file a lawsuit within 90 days after receiving a notice of a “right to sue” from EEOC, as stated above. Under Title VII, a charging party also can request a notice of “right to sue” from EEOC 180 days after the charge was first filed with the Commission, and may then bring suit within 90 days after receiving this notice.
Appeals
From 30 to 60 days.
Renewals
Not Applicable.
Assistance Considerations
Formula and Matching Requirements
Statutory formulas are not applicable to this program.
Matching requirements are not applicable to this program.
MOE requirements are not applicable to this program.
Length and Time Phasing of Assistance
Not applicable. See the following for information on how assistance is awarded/released: Not applicable.
Post Assistance Requirements
Reports
Audits
Not Applicable.
Records
Not applicable.
Program Accomplishments
Fiscal Year 2008: In fiscal year 2008, EEOC received 69,064 private sector Title VII charges of discrimination and achieved 58,104 resolution securing $201.4 million in monetary benefits for 8,155 persons. In fiscal year 2008, EEOC filed 290 merits lawsuits and 36 subpoena enforcement and other actions, resolved 339 merits lawsuits, and recovered $102.2 million in monetary relief. The filed and resolved suits included direct, intervention, administrative settlement enforcement and preliminary relief. In fiscal year 2008, filed 49 appellate briefs, including 11 amicus curiae filed in the courts of appeal and Supreme Court. Merits lawsuits include direct suits and interventions alleging violations of the substantive provisions of federal employment discrimination statutes and suits to enforce administrative settlements. In fiscal year 2008, EEOC filed 224 lawsuits on the merits raising Title VII issues solely or concurrently with issues arising from other statutes and resolved 265 Title VII merits suits with monetary benefits of $65.6 million. In fiscal year 2008, EEOC received 8,036 requests for hearings, resolved 7,138 complaints, and secured more than $104.7 million in relief for federal sector complainants. Unless otherwise indicated, enforcement, litigation and hearings data are for programs 30.001, 30.008, 30.010 and 30.011 combined. Fiscal Year 2009: No Current Data Available Fiscal Year 2010: No Current Data Available
Financial Information
Account Identification
45-0100-0-1-751.
Obligations
(Salaries) FY 08 $329,300,000; FY 09 est $343,925,000; FY 10 est $367,303,000
Range and Average of Financial Assistance
Not applicable.
Regulations, Guidelines and Literature
Publications are available on the EEOC web site (www.eeoc.gov). To request documents in alternative formats (Braille, large print, etc), contact the EEOC’s Publication Center at 1-800-669-3362 (voice) or 1-800-800-9902 (TTY). 29 CFR 1601, Procedural Regulations and Guidelines; 29 CFR 1602, Recordkeeping and Reporting Regulations; 29 CFR 1604, Guidelines on Discrimination Because of Sex; 29 CFR 1605, Guidelines on Discrimination Because of Religion; 29 CFR 1606, Guidelines on Discrimination Because of National Origin. Enforcement guidances include: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities; Vicarious Employer Liability for Unlawful Harassment by Supervisors; Application of EEO Laws to Contingent Workers Placed by Temporary Employment Agencies and Other Staffing Firms; Sex Discrimination in the Compensation of Sports Coaches in Educational Institutions. Compliance Manual: Section 2: Threshold Issues; Section 3: Employee Benefits; Section 8: Retaliation; Section 10: Compensation Discrimination; Section 12: Religious Discrimination; Section 13: National Origin Discrimination; Section 15: Race and Color Discrimination. Technical assistance documents, fact sheets, and other relevant material include: Best Practices for Eradicating Religious Discrimination in the Workplace; Commission Decision on Coverage of Contraception; Employer Best Practices for Workers with Caregiving Responsibilities; Employment Tests and Selection Procedures; The Family and Medical Leave Act, the Americans with Disabilities Act, and Title VII of the Civil Rights Act of 1964; Questions and Answers About Employer Responsibilities Concerning the Employment of Muslims, Arabs, South Asians, and Sikhs; Questions and Answers About the Workplace Rights of Muslims, Arabs, South Asians, and Sikhs Under the Equal Employment Opportunity Laws; Fact Sheet: Employment Discrimination Based on Religion, Ethnicity, or Country of Origin; Fact Sheet: National Origin Discrimination; Fact Sheet: Race/Color Discrimination; Fact Sheet: Religious Discrimination; Fact Sheet: Sexual Harassment Discrimination.
Related Programs
16.101 Equal Employment Opportunity; 16.200 Community Relations Service; 17.301 Non-Discrimination and Affirmative Action by Federal Contractors and Federally Assisted Construction Contractors; 17.303 Wage and Hour Standards; 17.700 Women's Bureau; 29.001 Clearinghouse Services, Civil Rights Discrimination Complaints; 30.002 Employment Discrimination_State and Local Fair Employment Practices Agency Contracts; 30.008 Employment Discrimination_Age Discrimination in Employment; 30.010 Employment Discrimination Equal Pay Act; 30.011 Employment Discrimination_Title I of The Americans with Disabilities Act; 93.001 Civil Rights and Privacy Rule Compliance Activities
Information Contacts
Regional or Local Office
See Regional Agency Offices. Any EEOC office listed in Appendix IV of the Catalog.
Headquarters Office
Equal Employment Opportunity Commission 131 M Street, NE, Washington, District of Columbia 20507 Phone: 202-663-4900/202-663-4494 (TTY)
Web Site Address
Examples of Funded Projects
Not Applicable.
Criteria for Selecting Proposals
Not Applicable.
