Cultural Evaluation

Running head: THE ROLE OF THE UNITED STATES EEOC 1

THE ROLE OF THE UNITED STATES EEOC 5

The Role of United States EEOC

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Introduction

EOCC is an integral abbreviation of the term Equal Employment Opportunity Commission (EEOC). This term refer to a United States federal government agency that was established by the Civil Rights Act of 1964 (Title VII). The agency plays an integral role in the United States employment issues by interpreting and consequently implementing as well as enforcing federal laws that prohibit discrimination at the workplace. Employee discrimination issues depending on one’s country of origin, color, race and sexual orientation has continuously evolved into an issue of concern in the contemporary society. In United States EOCC is charged with the crucial role of fighting against such issues to create sustainable diversity at the workplace (Magnolia Health Sued by EEOC for Widespread Disability Discrimination, 2015).

This paper provides a detailed overview of the lawsuit issues by examining an analysis of a news item published in a respective state where the issue occurred. Ideally, the article aims to describe the compliance issue that resulted in the lawsuit as well as its consequence for the organization. Additionally, a summary of the functions of the EEOC is provided with an overview of its role in the identified lawsuit as well as other integral organizational issues.

A Brief Summary of the Functions of the EEOC

The EOCC is headquartered in Washington, D.C. and has a variety of offices amounting to 53 widespread sub-branches in the entire United States. As stated earlier, this agency has the authority and the powers to investigate a plethora of discrimination charges that may arise against employers who are covered by the United States law. The main role of the EOCC in an investigation activity is to accurately and fairly assess and evaluate the allegations made in the charge and proceed to make a finding. The agency employs a plethora of appropriate strategies in trying to resolve the dispute as well as the charge in case it establishes that discrimination occurred.

However, EOCC has the mandate and the authority to file a lawsuit with the aim of protecting the rights of individuals such as the employees as well as protecting the public interest in case the initial attempts of settling the charge are unsuccessful. Additionally, the agency does not file lawsuits in cases where they establish discrimination. Nonetheless, EOCC functions to prevent discrimination before its occurrence with effective implementation of vital programs such as education, outreach as well as technical assistance programs. This agency provides guidance and leadership all entirely all aspects of federal government’s equal employment opportunity program. It assures and ensures the federal agency and department acquiescence with EEOC regulations.

Additionally, EEOC offers technical support to federal agencies regarding EEO complaint adjudication, conducts effective monitoring and evaluation of federal agencies’ assenting employment programs, sets and distributes federal sector educational materials as well as conducting training for stakeholders. Lastly, the agency offers assistance as well as guidanceto the United States Federal Government Administrative Judges who are charged with the responsibility of carrying out hearings on EEO complaints. The judges consequently adjudicate appeals from administrative decisions made by federal agencies on EEO complaints.

Case Overview

In a recent press release tabled on 27th of July 2015, EEOC agency sued the famous IDEX Corporation for charges against disability discrimination at the workplace. According to the release, the federal agency took a step to file a lawsuit over the IDEX Corporation for terminating the role of the regional manager because of disability issues. IDEX Corporation is a Miami based manufacturer and a leading supplier of fluidics systems. The company bears its locations all over the United States including a variety of multiple posts situated in Florida.

According to EEOC, IDEX Corporation violated federal anti-discrimination law by terminating the regional manager basing on his disability as the main reason. A detailed analysis of this case reveals that the United States federal Agency lawsuit concurs with the ADA’s 25th anniversary which occurred on July 22, 2015. Contrary to his sacking, the EEOC’s lawsuit revealed that regional manager, Gregorio Reyes was a committed employee who performed his roles and responsibilities with accountability and transparency to meet the success of the manufacturing firm. The regional manager was suffering from cancer that was diagnosed in 2011 through chemotherapy putting the company top management on thorough scrutiny of his performance at the IDEX Corporation.

The Role of EEOC in the above Case

As asserted in the introduction, the EEOC United Sates agency had to intervene and paly its role in the protection of the fired regional manager. It is a responsible of the EEOC to enforce, execute and implement federal laws against any form of employment discrimination. In this case scenario, the case was filed and ruled over by the Miami District Office’s jurisdiction that included Puerto Rico, Florida as well as the U.S. Virgin Islands. The federal agency cautioned IDEX Corporation alleging that the company misconduct violated the Americans with Disabilities Act (ADA) that prohibits and protects American Citizens against disability discrimination at their respective workplaces.

The agency first attempted to reach unsuccessful pre-litigation settlement through its normal conciliation process before filing the lawsuit in the United States District Court for the Southern District of Florida. The case was filed under the Civil Action No. : 2:15-cv-00419-JES-CM). This step was integral and complied with the agency commitment to seek continuous injunctive relief towards achieving the prevention of any further discriminatory practices and back pay as well as compensatory and punitive damages.

Personal Ramifications and Conclusion

There are a plethora of integral issues to put into place to ensure that IDEX Corporation complies with EEOC guidelines. It is important to first understand the role of the United States EEOC agency in protecting the rights of all American Citizens particularly those employed. In so doing, as a manager of the IDEX Corporation it recommendable to initiate strategies aiming to create awareness among employees as well as regional managers to read and understand the role that the that the agency plays. One way of achieving this strategy is by implementing nationwide campaigns to enlighten and sensitize each and every citizen on the importance of adhering to the EEOC regulations.

Additionally, the public should be effectively educated the importance of integration as well as inclusion of all individuals I a work environment to achieve the desired sustainability. Alternatively, people with disabilities should be integrated alongside those from different countries as well as color and origin to attain diversity that will play an integral role in providing a pool of resources such as labor, innovations and inventions that will propel the entire company towards the achievement of sustainable performance excellence.

References

Magnolia Health Sued by EEOC for Widespread Disability Discrimination (2015). Retrieved from http://www.eeoc.gov/eeoc/newsroom/release/8-5-15.cfm

http://www.eeoc.gov/eeoc/
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