Negotiating written Indian preference agreements with employers operating on or near the reservation.The EEOC contracts with eligible TEROs to enhance the employment opportunities of American Indians and Alaska Natives by supporting the work of a TERO. What does it mean for a TERO to be “under contract” with the EEOC?Ī. TEROs may also serve as the referral and placement resource between employers and residents of the reservations and negotiate Indian preference agreements. A Tribal Employment Rights Office or TERO is the unit within the Tribal government structure that monitors and enforces Tribal employment rights ordinances and facilitates the employment of American Indians and Alaska Natives in businesses and industries operating within the geographical boundaries of the reservation. What is a TERO (Tribal Employment Rights Office)?Ī. You can access the EEOC’s Portal here: Link to EEOC Portal Questions about TERO
#EQUAL EMPLOYMENT OPPORTUNITY ACT IN INDIA HOW TO#
Instructions on how to file a charge with the EEOC can be found here: How to File a Charge of Employment Discrimination The EEOC will determine whether or not it has coverage over the employer. Employees and applicants are welcome to file charges if they are uncertain about whether the employer is covered. It may be difficult for employees or applicants for employment to determine if Tribes, Tribally-owned businesses, or private businesses on reservations fall under the EEOC’s jurisdiction. What should I do if I don’t know who owns the business that employs me or where I want to work, or if I don’t know if a Tribe is federally recognized?Ī. The EEOC may have jurisdiction over a business that is owned by a Tribe, but not integrated with and controlled by the Tribe, and that is not performing essentially governmental functions on behalf of the tribe. Does the EEOC have jurisdiction over complaints of employment discrimination by a business owned by a Tribe?Ī. The EEOC has jurisdiction over private employers with at least 20 employees regarding claims of age discrimination under the ADEA by individuals who are 40 or older.The EEOC has jurisdiction over private employers with at least 15 employees regarding claims of race, color, religion, sex, or national origin discrimination under Title VII, claims of disability discrimination under the ADA, and claims of genetic information discrimination under GINA.The EEOC has jurisdiction over private employers with at least one employee regarding claims of gender-based pay discrimination under the EPA.The EEOC has jurisdiction over private employers operating on a reservation or that contract with a Tribe, depending on the size of the employer: Does the EEOC have jurisdiction over complaints that a private employer engaged in employment discrimination if the private employer operates on a reservation or has a contract with a Tribe?Ī. However, it is important to note that the EEOC has jurisdiction to enforce all of the laws listed above with respect to private employers operating on Tribal lands, as explained in more detail Q2, below. The EEOC does not have jurisdiction over charges of employment discrimination against federally recognized Tribes if the alleged discrimination is based on race, national origin, sex, color, or religion (under Title VII), disability (under the ADA), or genetic information (under GINA). The EEOC has jurisdiction over two types of employment discrimination charges against federally recognized Tribes: (1) age discrimination charges under the ADEA by individuals age 40 and older and (2) gender-based pay discrimination charges under the Equal Pay Act, unless the application of these statutes would infringe on treaty rights or Tribal sovereignty. Does the EEOC have jurisdiction over complaints of employment discrimination by federally recognized American Indian Tribes?Ī.
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