The actions of the Equal Employment Opportunity Act are legal because their primary role is to protect every employee from discriminated according to their race or even nationality. The act also takes affirmative actions in ensuring minorities participate and the presence of a fair number of women in the workplaces. Discrimination in employment entails hiring, firing, giving promotions, wage transfer and also discrimination in advertising, classification and referring of job applicants. EEOC is also responsible for investigating cases of discrimination against employers who are covered by the law. The perception can also occur in terms of political beliefs, disability, and family status it aims at protecting the rights of all citizens and ensure they are treated equally (Buckley, 2013). The main objective of this act is to prohibit discrimination when employing people based on gender, color, sex, race, and nationality. When the case involves public employment, the matter is referred to the United States Attorney General by the EEOC. It acts when there is a reasonable cause to believe employment discrimination existed based on sex, religion, color, race or an individual's place of origin. The Equal Employment Opportunity Act of 1972 is the act responsible for giving the Equal Employment Opportunity Commission (EEOC) the mandate to sue individuals or employers in the federal courts.
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