U.S. Equal Employment Opportunity Commission

Government Links About Equal Employment Opportunity

Equal employment opportunity (EEO) laws prohibit specific types of job discrimination in certain workplaces. The Department of Labor has two agencies which deal with EEO monitoring and enforcement, U.S. Equal Employment Opportunity Commission

§                       Civil Rights Center, a division of the Office of Assistant Secretary for Administration and Management (OASAM), which oversees EEO in programs and activities receiving federal financial assistance as well as assuring equal opportunity for all applicants to and employees of DOL.

§                       The Office of Federal Contract Compliance Programs (OFCCP), a division of the Employment Standards Administration (ESA), which oversees employers holding federal contracts and subcontracts.

Click on the agency for more information or choose from the EEO subtopics list to narrow your browsing. You may also consult the Compliance Assistance pages for additional resources.

For applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations, the Equal Employment Opportunity Commission (EEOC) is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance.

EEO is the right of all persons to work and advance on the basis of merit, ability and potential. Federal equal employment laws prohibit discrimination and require the government to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disabling condition (mental or physical), or reprisal. Accordingly, federal policies provide for the fair and equal treatment of employees and applicants for employment in all personnel management and employment decisions. 

The Chairman of the Federal Maritime Commission is responsible for ensuring equal opportunity in the Commission. The Chairman has delegated this authority to the Director of Equal Employment Opportunity. Operational responsibility for compliance with EEO policies and programs lies with the Commission's front line managers. 

The Office of EEO advises and assists the Chairman, the Commissioners and other principal officers of the Commission in carrying out their responsibilities relative to Titles VI and VII of the Civil Rights Act of 1964, other laws, executive orders, and regulatory guidelines. The Office of EEO is responsible for establishing and maintaining a continuing affirmative program designed to promote equal opportunity in every aspect of the Commission's personnel policies and practices. 

The major functions of the Office of EEO are Affirmative Employment Programs/Diversity Outreach and Complaints Management.

Each employee at the FMC is responsible for ensuring compliance with all EEO laws by treating all co-workers fairly and equally, and by fostering a spirit of cooperation and good human relations in a working atmosphere free of prejudice, ill feelings or resentment.

Managers and supervisors who make decisions about hiring, training, performance evaluations, promotions and work assignments must implement EEO as an integral part of personnel management.

Any employee or job applicant who believes that he/she has been discriminated against because of any factor protected under the fair employment laws (their protected status) must contact an EEO counselor within 45 calendar days of the alleged discriminatory act and may file a complaint of discrimination.