Introduction: According to the U.S. Department of Justice (online), Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination in employment on the basis of race, sex, national origin and religion. It also is unlawful under the Act for an employer to take retaliatory action against any individual for opposing employment practices made unlawful by Title VII, or for filing a discrimination charge, or for testifying or assisting or participating in an investigation, proceeding, or hearing under Title VII. The Equal Employment Opportunity Commission (EEOC) enforces Title VII against private employers. The Employment Litigation Section of the Civil Rights Division of the U.S. Department of Justice enforces Title VII against state and local government employers. The Civil Rights Act is not the only law protecting people from discrimination at work. Other important federal labor or employment regulations include the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, the Immigration Reform and Control Act, the Equal Pay Act, the Americans with Disabilities Act and the National Labor Relations Act.
Individuals who believe that they have been victims by any employer of discrimination prohibited by Title VII typically file a complaint of discrimination with the EEOC in order to protect their rights. The EEOC is responsible for investigating individual charges of discrimination alleging a violation of Title VII. Title VII imposes time limits for the filing of these charges of discrimination. In most instances, a complaint must be filed with the EEOC within 300 days of the act of discrimination. In some instances, the charge must be filed within 180 days of the act of discrimination. An individual who wants to file a private suit may retain an attorney rather than filing a complaint with the EEOC (What is Title VII of the Civil Rights Act of 1964?).
According to Debating Racial Preference.org (...