Question

As part of its hiring process, TE Electronics requires new employees to sign an agreement that requires arbitration in the event of any employment dispute. Jack applied and was hired by TE last summer. On his first day of employment, Jack signed the mandatory arbitration agreement. Jack is an Asian-American, and was recently passed over for promotion. Jack wants to file a charge of discrimination with the EEOC, but his supervisor says he cannot because of the arbitration agreement. Which of the following is true?
a. Jack can file a claim with the EEOC since the Title VII does not permit enforcement of the mandatory arbitration agreement
b. The EEOC can still investigate the matter and take action against TE Electronics it cannot obtain relief for Jack
c. The EEOC is not a party to the mandatory arbitration agreement so it can investigate the claim and can even pursue specific relief for jack including back pay, reinstatement and damages
d. With the mandatory arbitration agreement in place, the EEOC can not do any investigation of Jacks claim

Answer 1

Answer:

Option C: The EEOC is not a party to the mandatory arbitration agreement, so it can investigate the claim and can even pursue specific relief for Jack including back pay, reinstatement and damages

Explanation:

The Civil Rights Act of 1964 clearly state and prohibits: discrimination relating to employment, education, and public accommodations. In filling of a charge of discrimination with the EEOC, For the charging party's rights be secured, a written charge must be filed with the EEOC within 180 days of the alleged violation.

Equal Employment Opportunity Commission (EEOC) that handles the responsibility of enforcing federal laws that is it make it illegal to discriminate against a job applicant or employee due to race/color, equal, e. t. c.