LEGAL HISTORY PANELS TO COMMEMORATE 40TH ANNIVERSARY OF CIVIL RIGHTS WORKPLACE PROTECTIONS

Leading  Experts  Will  Explore  History  and  Development             of Title VII of the Civil Rights Act of 1964

WASHINGTON -  This month, to commemorate the 40th anniversary of Title VII of the Civil Rights Act of 1964, the U.S. Equal Employment Opportunity Commission (EEOC) will bring together judges, former EEOC officials, attorneys and participants in landmark cases for a series of panel discussions examining the origins and history of Title VII, which prohibits employment discrimination on the basis of race, color, national origin, religion and sex.  These panels, co-sponsored with several other prominent legal organizations, will provide first-hand accounts of how today's workplace protections were developed both in Congress and the courts.

The events will be held at Georgetown University Law Center's Moot Court Room, 600 New Jersey Avenue NW, Washington, DC, in cooperation with the American Bar Association's Equal Employment Opportunity Committee, the District of Columbia Bar's Labor and Employment Law Section, the Georgetown University Law Center, and the Lawyers' Committee for Civil Rights Under Law.

Dates, times and topics are as follows:

• June 22, 9:00 a.m. to noon - First Principles (early Title VII cases)
• June 23, 9:00 a.m. to noon - Expanding the Reach (gender and national origin issues)
• June 30, 9:00 a.m. to noon - Closing the Gaps (Civil Rights Act of 1991)

More information, including biographies for all of the panelists, is available on the EEOC's web site at www.eeoc.gov.  These events are free and open to the public.  RSVPs are not necessary.

In addition to Title VII of the Civil Rights Act of 1964, the EEOC enforces the Age Discrimination in Employment Act; the Equal Pay Act; Title I of the Americans with Disabilities Act, which prohibits employment discrimination against people with disabilities in the private sector and state and local governments; the Rehabilitation Act of 1973's prohibitions against disability discrimination in the federal government; and sections of the Civil Rights Act of 1991, which, among other purposes, provides for monetary damages in cases of intentional employment discrimination.