University of Phoenix
MGT/434 – Employment Law
August 13, 2007
This paper will discuss the legal process involved when an employee that works in a private sector organization wants to file a discrimination lawsuit against his or her employer. Prior to delving into the legal ramifications of the case, it is important to share foundational jargon that will facilitate effective comprehension of the legal processes that will be mentioned later. Foremost, private sector organizations is an aspect of an economy which are not controlled by the state, but are in the hands of individuals or companies, and thereby answerable to the owners of those companies (Private sector, 2007). Private sector companies are limited to certain legal structures such as limited partnership or partnerships. Private sector organizations employ the majority of the workforce in some countries (Private_sector, 2007).
When someone desires to file a complaint for discrimination, the first order of business is to contact the Equal Employment Opportunity Commission or EEOC. The purpose of the EEOC is to enforce all of the federal laws prohibiting job discrimination. The EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (EEOC, 2007)
• The laws mentioned above are: 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 in the private...