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For further discussion of religious discrimination, refer to the Commission's "Guidelines on Discrimination Because of Religion," 29 C. CP has alleged discrimination based on sex covered by Title VII. If a charge alleges compensation discrimination based on sex, the investigator should treat it as alleging a violation under both Title VII and the EPA, subject to statutory requirements such as timeliness. For a more detailed discussion of age discrimination, refer to 29 C. When the investigator is uncertain about whether an individual is covered, the charge should be taken and the issue investigated. Part 1630; and Section 902: An individual is protected from retaliation for opposition to discrimination as long as s/he had a reasonable and good faith belief that s/he was opposing an unlawful discriminatory practice, and the manner of opposition was reasonable.
Covered issues include, but are not limited to, the following: (1999) (available at gov).A charge filed with the Commission must present a claim that is cognizable under the laws enforced by the Commission.Specifically, the charge must allege a basis and an issue covered by the EEO statutes.EFFECTIVE DATE: Upon receipt DISTRIBUTION: EEOC Compliance Manual holders OBSOLETE DATA: This section of the new Compliance Manual supersedes the following: Section 605: (a) Bona Fide Executive (b) High Policymaker (a) Integrated Enterprises (b) Joint Employers (a) Generally (b) Embassies (a) Definition of "Club" (b) Is the Club Private?(c) Meaningful Conditions of Limited Membership This Section discusses coverage, timeliness, and other threshold issues to be considered when a charge is first filed under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), This Section does not address defenses that a respondent may raise to defeat a charge of discrimination that satisfies the threshold requirements, such as the bona fide occupational qualification defense or substantive defenses to benefits claims under the ADEA.
For example, a help-wanted advertisement that uses terms such as "young," "college student," or "recent college graduate" may deter individuals 40 or over from applying, and therefore would violate the ADEA.