FOR IMMEDIATE RELEASE CONTACT: Claire Gonzales Fri., April 21, 1995 Reginald Welch (202) 663-4900 TDD: (202) 663-4494
WASHINGTON -- At a special meeting held Wednesday, April 19, the U.S. Equal Employment Opportunity Commission (EEOC) adopted a wide ranging set of innovative recommendations to radically improve the agency's private sector charge processing systems. The recommendations were presented by EEOC Vice Chairman Paul M. Igasaki, chairman of the Commission's Charge Processing Task Force (CP Task Force).
In November 1994, EEOC Chairman Gilbert F. Casellas directed the CP Task Force to thoroughly review existing charge processing procedures and develop workable solutions to the longstanding problems therein. The Commission's actions, only five months later, are the first steps toward effectuating the changes recommended by the CP Task Force.
Perhaps the most fundamental element of both the CP Task Force recommendations and the Commission's actions is the rescission of three key enforcement and administrative and litigation policies adopted by the Commission in the 1980s. The three rescinded policies include: the full investigation policy and the Commission resolution of December 6, 1983 upon which the policy is based; the February 5, 1985 Policy Statement on Remedies and Relief for Individual Cases of Unlawful Discrimination (known as the "full remedies" policy); and the September 11, 1984 Statement of Enforcement Policy, which provided that all "cause" cases in which conciliation failed would be recommended for litigation.
Other motions made by the Vice Chairman and passed by the Commission include:
Based on the Commission-adopted recommendations, Chairman Casellas directed that several actions be undertaken immediately by headquarters and field office components of the agency. Among those actions are:
On Monday, April 24, and Tuesday, April 25, the Commission will hold special meetings to act on recommendations presented by the Commission's Task Force on Fair Employment Practices Agencies and the Task Force on Alternative Dispute Resolution, respectively. Both meetings begin at 2 p.m. and the public is encouraged to attend.
In addition to Title VII -- which prohibits discrimination in employment based on race, color, religion, sex, or national origin -- and the ADEA, EEOC enforces the Equal Pay Act, the Americans with Disabilities Act, prohibitions against discrimination affecting people with disabilities in the federal government, and sections of the Civil Rights Act of 1991.
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