Ask A Lawyer

Tell Us Your Case Information for Fastest Lawyer Match!

Please include all relevant details from your case including where, when, and who it involoves.
Case details that can effectively describe the legal situation while also staying concise generally receive the best responses from lawyers.


By submitting this lawyer request, I confirm I have read and agree to the Consent to Receive Email, Phone, Text Messages, Terms of Use, and Privacy Policy. Information provided may not be privileged or confidential.

Title VII Coverage of Employment Agencies

by Joseph C. Maya on Jun. 19, 2017

Employment Employment  Employment Discrimination 

Summary: A blog post about what is covered under Title VII.

Contact the experienced employment law attorneys at Maya Murphy, P.C. today at (203) 221-3100 or JMaya@Mayalaw.com.

The Equal Employment Opportunity Commission (EEOC), interprets and enforces Title VII’s prohibition of discrimination as forbidding any employment discrimination by employers against employees based upon race, color, gender, religion, sex, age, genetic information, or national origin.

Under Title VII and subsequent Federal anti-discrimination laws, an employment agency, such as a temporary staffing agency or a recruitment company, is covered if the agency regularly refers employees to employers. This is true even if the employment agency doesn’t receive payment for this service.  Further, there is no employee minimum for an employment agency so the agency is covered no matter how many employees it has.

Under the law, an employment agency is prohibited from discriminating against its own employees, as well as in its referral practices, and may not honor discriminatory employer preferences.  For example, it is unlawful to accept a job order specifying the race, color, religion, sex, national origin, age, or disability status of the candidate.  An employment agency is further prohibited from categorizing, grouping, or classifying job applicants, jobs, or employers based on race, color, religion, sex, national origin, age, or disability status and making referrals based on the categorizations.

It is also important to keep in mind that, if an employment agency is not covered by the laws enforced by the EEOC, it still may be covered by a State or local anti-discrimination law and therefore should be familiar with all Federal and State anti-discrimination and anti-harassment laws and regulations to which it may be subjected.

If you are an employer and are faced with an employee claim of discrimination under Title VII, or are facing a claim under jurisdiction of the EEOC, contact the experienced employment law attorneys today at 203-221-3100, or by email at JMaya@mayalaw.com. We have the experience and knowledge you need at this critical juncture. We serve clients in both New York and Connecticut including New Canaan, Bridgeport, White Plains, and Darien.


Source: eeoc.gov

Legal Articles Additional Disclaimer

Lawyer.com is not a law firm and does not offer legal advice. Content posted on Lawyer.com is the sole responsibility of the person from whom such content originated and is not reviewed or commented on by Lawyer.com. The application of law to any set of facts is a highly specialized skill, practiced by lawyers and often dependent on jurisdiction. Content on the site of a legal nature may or may not be accurate for a particular state or jurisdiction and may largely depend on specific circumstances surrounding individual cases, which may or may not be consistent with your circumstances or may no longer be up-to-date to the extent that laws have changed since posting. Legal articles therefore are for review as general research and for use in helping to gauge a lawyer's expertise on a matter. If you are seeking specific legal advice, Lawyer.com recommends that you contact a lawyer to review your specific issues. See Lawyer.com's full Terms of Use for more information.