Discrimination is more often than not defined as "any rejection of equivalent access to public prospect." Discrimination in the United States on the base of race, religion, color, or national origin is a widespread political, social, and economic observable fact. There were a number of 1952-1953 developments in the antidiscrimination field. Most distinguished, possibly, was President Eisenhower's action creating the Federal Government Contract Committee to supervise fair employment practices among employers holding Government contracts. The obtainable state fair employment practice agencies continued their work and two more jurisdictions enacted FEP laws. Several studies of employment discrimination added to our knowledge of the nature and extent of such practices.
Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. 2000e, et seq., prohibits discrimination in employment on the source of race, sex, national origin and religion. It furthermore is against the law under the Act for an employer to take retaliatory action against any individual for opposing employment practices made unlawful by Title VII or for filing a discrimination charge or for testifying or assisting or participating in an investigation, proceeding, or hearing under Title VII. The Equal Employment Opportunity Commission (EEOC) enforces Title VII against private employers and the Employment Litigation Section, Civil Rights Division; U.S. Department of Justice enforces Title VII against state and local government employers. On the other hand, individuals who consider that they have been victims by any employer of discrimination prohibited by Title VII must file a charge of discrimination with the EEOC in order to guard their rights. The EEOC is accountable for investigating individual charges of discrimination alleging a breach of Title VII. The ADEA, the ADA, and Title VII also forbid employers to fire or react against employees who complain about or protest employment discrimination. (Donohue, John J., III........
