1. The Business Case for EEO
Validate human resources practices
Class action
Back pay remedies
Invitation to EEOC involvement

2. Major Legislation Civil Rights Acts of 1866 and 1871
Equal Pay Act of 1963
Title VII of the Civil Rights Act of 1964
Age Discrimination in Employment Act of 1967
Rehabilitation Act of 1973
Americans with Disabilities Act of 1990
Civil Rights Act of 1991
EEOC resources:

3. Historical Interpretations of Title VII
Evil Intent
Denial of Equal Treatment
Adverse Impact
What is adverse impact?
What is business necessity?

4. Human Practices Covered
Promotion and transfer policies
Hiring
Recruiting
Appplications for special training
Performance appraisal
Termination and layoffs
Availability of benefits

5. Reverse Discrimination: Key Rulings
Bakke Decision
illegal to use fixed quotas
Communication workers vs. EEOC
: minority status may be one of many factors considered in making decisions

6. In case of a complaint... Documents facts as quickly as possible
Investigate thoroughly
Create a permanent record
Avoid any discussions with complainant that could be construed as retaliatory for filing a charge