EEOC

The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency charged with ending employment discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opposing a discriminatory practice. The EEOC enforces the following:

• Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
• the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
• the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
• Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities;
• Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities; and
• the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.

If you are an employee or a former employee who is or was discriminated against, you have the right to file a claim without fear of retaliation by 1199. I have spoken to EEOC Federal Investigator Sean Oliveira, from the New York District Office, he is waiting to hear your complaints and willing to help you fight for your rights.


During my time working for Human Resources, I was witness to countless violations protectect by the EEOC. Believe it or not, HR is involved in the practice of “selective” hiring. If you do not fit the right profile, regardless of your qualifications, you WILL NOT get hired. I have seen many applicants go thru “mock” interviews and being denied an opportunity based on how they look, dressed, smelled or even if they looked pregnant.

Have you seen anyone in a wheelchair working in the fund? How about someone partially blind? How about an amputee? The answer is no. Not because HR has never had a qualified disabled applicant, but because the Fund discriminates by refusing to provide a reasonable accommodation for an employee who has a disability and is qualified to do the job.

Sexual harassment is considered sex discrimination under the Act, as is treating an employee adversely because of pregnancy. How many female employees in the fund have seen their opportunities of advancement cut short just because they decided to start a family?

The Fund’s disciplinary practice is also “selective”. Have you ever wondered why it seems like you are only person being disciplined in your department while others with the same amount and sometimes more violations go untouched? The answer is simple:
You either made the mistake of posting for a promotion, complained about your working conditions or superiors, or your physical condition (sickness or disability) has become a problem and your department needs to get rid of you.

The fact is whether you know it or not, at some point during your employment, you have been discriminated against by the Fund. Believe me, I know.

Tell us what you think.