The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that was established via the Civil Rights Act of 1964 to administer and enforce civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex (including sexual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice. The commission also mediates and settles thousands of discrimination complaints each year prior to their investigation. The EEOC is also empowered to file civil discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. Since 2021, the chair of the EEOC is Charlotte Burrows. Process and enforcement Authority The EEOC has the authority to investigate and prosecute cases against most organizations, including labor unions and employment agencies, employing 15 workers or more, or, in the case of age discrimination, 20 or more workers. The commissioner of the EEOC can issue charges without a complainant, referred to as a "commissioner's charge." Discrimination complaints can be based on hiring, firing, promotions, harassment, training, wages, and/or benefits, and responsibility covers: Title VII of the Civil Rights Act of 1964 Sections 102 and 103 of the Civil Rights Act of 1991 Pregnancy Discrimination Act Equal Pay Act of 1963 Title I of the Americans with Disabilities Act of 1990 Sections 501 and 505 of the Rehabilitation Act of 1973 Age Discrimination in Employment Act of 1967 Genetic Information Nondiscrimination Act Process The EEOC investigation is confidential until the charge is filed, when the EEOC has 10 days to notify the employer of the charge. Charges may be filed on behalf of someone else to maintain some anonymity, for example, a parent may file a charge on behalf of a minor child. Alternative dispute resolution Because all federal agencies are required to offer an alternative dispute resolution, the EEOC offers mediation with external or internal professional mediators as a voluntary alternative to litigation, which typically results in faster resolutions. In the 2020 fiscal year (FY), the EEOC reported more than 6,000 mediations conducted recovering nearly half of the $333.2 million in relief from mediation, conciliation, and settlement. Mediation is offered, or can be requested, prior to investigation, or after a finding of discrimination has been issued, during conciliation. If the EEOC does not find merit