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Question:
 
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing
 
federal laws that make it illegal to discriminate against a job applicant or an employee because
 
of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older),
 
disability or genetic information. It is also illegal to discriminate against a person because the
 
person complained about discrimination, filed a charge of discrimination, or participated in an
 
employment discrimination investigation or lawsuit.
 
Most employers with at least 15 employees are covered by EEOC laws (20) employees in age
 
discrimination cases). Most labor unions and employment agencies are also covered. The laws
 
apply to all types of work situations, including hiring, firing, promotions, harassment, training,
 
wages, and benefits.
 
The EEOC has the authority to investigate charges of discrimination against employers who are
 
covered by the law. The role of the EEOC in an investigation is to fairly and accurately assess
 
the allegations in the charge and then make a finding. If the agency finds that discrimination
 
has occurred, the EEOC will try to settle the charge. If the EEOC is not successful, it has the
 
authority to file a lawsuit to protect the rights of individuals and the interests of the public.
 
However, the EEOC does not file lawsuits in all cases where it finds discrimination. The EEOC
 
also works to prevent discrimination before it occurs through outreach, education and technical
 
assistance programs.
 
After reviewing the statistics provided on the EEOC website listed above, write a 2-3 page
 
paper (use APA style formatting) in which you describe major trends that you observed in the
 
occurrence of sexual harassment complaints since 1997 and the outcomes of those complaints.
 
You should be sure and comment on your explanation for why these trends are occurring.
 
www.eeoc.gov/eeoc/statistics/enforcement/sexual_harassment.cfm

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