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What is EEO information?

“EEO information” refers to the information and laws that promote Equal Employment Opportunity as mandated by U.S. law.  Back in 1964, the federal government of the U.S. passed an act declaring equal opportunities for people who wish to find jobs in America.  Under the EEOC, or the Equal Employment Opportunity Commission, policies and laws relating to EEO are monitored and regulated.

Through the implementation of the laws and policies relating to EEO, or Equal Employment Opportunity, any person in the U.S. must not be discriminated against when he/she is applying for a job.  The same employment opportunities must be offered to any candidate regardless of age, sex, race, ethnicity, and religion.  Also, part of the EEO is the regulation of discrimination against people who are disabled or differently abled.  If a person is already 42, for example, and applies for an entry-level job in a particular office, EEO policy states that this particular person should not be discriminated against just because he is older than most candidates for the job.  Instead, this particular employee should be judged and evaluated based on his/her qualifications.

With EEO policies, all job-hunting people in the U.S. are at least protected from discrimination even from the start of the hiring process.  Companies and organizations are monitored in terms of their hiring guidelines and processes.  All of the companies are also encouraged to promote equal opportunities in the workplace to promote a healthy, peaceful, and harmonious environment.  EEO policies are also considered part of the civil rights of every American, and so anybody who may feel that he/she is  being discriminated against may actually file a complaint against a person or company.

If a person indeed feels he/she is being discriminated against, coordination of the complaint may be made through the EEOC.  A particular complaint will then be evaluated by the EEOC and appropriate action will be taken thereafter.  If an organization is found to have violated certain provisions of the EEO policy, the EEOC may require the said company to provide back pay or even reinstate the concerned employee to his/her original job.

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Posted by Erwin Z on Aug 15th, 2012 and filed under Legal. You can follow any responses to this entry through the RSS 2.0. You can leave a response via following comment form or trackback to this entry from your site