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The examples provided in this publication illustrate how Title VII and the ADA may apply to employment situations involving applicants and employees who experience domestic or dating violence, sexual assault, or stalking.
However, whether discrimination has actually occurred in a particular instance must be determined through an investigation of the facts alleged.
A federal government applicant or employee who believes that his or her employment rights have been violated under Title VII or the ADA and wants to make a claim against a federal agency must file an "EEO complaint" with that agency.
For more information concerning enforcement procedures for federal applicants and employees, visit the EEOC website at gov/federal/fed_employees/
Domestic violence can be physical, sexual, emotional, economic, or psychological actions or threats of actions that influence another person.
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 Title VII and the ADA apply to employers (including employment agencies and unions) with 15 or more employees, and to federal, state, and local governments.
An employer may have additional obligations under other federal statutes, such as the Family and Medical Leave Act, or under state or local anti-discrimination laws that contain broader protections than the federal EEO laws.
Harassment may violate Title VII if it is sufficiently frequent or severe to create a hostile work environment, or if it results in a "tangible employment action," such as refusal to hire or promote, firing, or demotion. For example: Title VII prohibits retaliation for protected activity.
Protected activity can include actions such as filing a charge of discrimination, complaining to one's employer about job discrimination, requesting accommodation under the EEO laws, participating in an EEO investigation, or otherwise opposing discrimination.