¶ … EEOC and Arrest and Conviction Records, find and list the two ways these records might be used in a discriminatory manner. One way that a person can be discriminated against is for an arrest rather than a conviction. An arrest is indeed at least a POSSIBLE indication that the person arrested did something wrong. However, using it as a factor in employment decisions is less than wise because an arrest and a conviction are not the same thing. Another way that they could be used in a discriminatory and improper manner is if they are used too early in the employment process. This is usually based on the state in question but it is indeed considered illegal in some jurisdictions. For example, it may be acceptable when making a final hiring decision but requiring people to reveal whether they are a felon when doing the printed application could be wrong.

What three ways might an employer voluntarily resolve a charge?

Per the EEOC website, the three main ways are mediation, settlement and conciliation.

3) List the address of the nearest EEOC office to you.

4) List the three ways (not reasons) an employee may file a charge of discrimination with the EEOC.

The...

There is an online assessment system that people can use to assess the viability or grounds for a claim but claims are NOT taken online.
5) List five of the Federal Laws enforced by the EEOC

Title VII of the Civil Rights Act of 1964, The Equal Pay Act of 1963, the Age Discrimination in Employment Act (ADEA) and the Americans With Disabilities Act (ADA).

6) In addition to the above information, list any two things you learned from this assignment.

The felon thing really surprises the author to this day but it is indeed not a certainty that a felon will reoffend. At the same time, felons are often caught without jobs due to their first felony and that increases the likelihood that they will reoffend. The author of this response was totally for employers not being able to hire felons but now sees the other side. The other thing is the Genetic Information Discrimination Act (GINA). The author was not even aware that this was a law that the EEOC protected from (or needed to protect from) ... but apparently it is.

References

EEOC. (2015). EEOC Home Page. EEOC.gov. Retrieved 13 November 2015, from http://eeoc.gov