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1. S T R AT E G I C M O N E Y
C O N S U LT I N G B Y M o n e y N o l o g y
EEOC Equal Employment Opportunity
Commission Free Consulting to
Qualified Participants – GUARENTEED.
S T R A T E G I C M O N E Y @Live.com

2. The U.S. Equal Employment Opportunity
Commission (EEOC) is a federal agency
h
charged d ih
with ending
di employment
l
discrimination. We are a private consulting
organization that helps people get the
damages they deserve when they have been
g y y
wronged.
The EEOC investigates discrimination
complaints based on an individual's race, color,
national origin religion sex age disability and
origin, religion, sex, age,
also investigates allegations of retaliation (e.g.
demotion, discharge, discipline, harassment,
etc...) for reporting and/or opposing a
discriminatory practice.
We are not part of the (EEOC) and that’s really
good for our clients. You do not need a lawyer,
you need to get cash for their discrimination
discrimination.
The EEOC is also tasked with filing suits on
behalf of alleged victim(s) of discrimination
against employers and as an adjudicatory for
claims of discrimination brought against
federal agencies.

3. The EEOC's mandate is specified under Title VII
of the Civil Rights Act of 1964, the Equal Pay
Act, h Age Discrimination in Employment A
A the A Di i i i i E l Act
(ADEA), the Rehabilitation Act of 1973 and the
Americans with Disabilities Act. It was
established on July 2, 1965, exactly one year
y , , y y
after passage of the 1964 Civil Rights Act,
under the chairmanship of Franklin Delano
Roosevelt, Jr., an appointee of President
Lyndon Baines Johnson
Johnson.
If you have been harmed, do not simply rely on
the EEOC for making things right. Most cases
are solved during mediation and if you don’t
know what you’re doing you’ll leave with a few
hundred dollars.
You could leave, with our experience, with tens
of thousands or hundreds of thousands of
dollars. You do not need a lawyer and you sure
don’t need the expense.

4. Private Employment, State and Local
Governments, Educational Institutions
Applicants to and employees of most private
employers, state and local governments,
educational institutions, employment agencies
and labor organizations are protected under
the following Federal laws:
the following Federal laws:
Consulting to Qualified
Participants – GUARENTEED.
S T R A T E G I C M O N E Y @Live.com

5. RACE, COLOR, RELIGION, SEX,
NATIONAL ORIGIN
Title VII of the Civil Rights Act of
1964,
1964 as amended, prohibits
d d hibit
discrimination in hiring, promotion,
discharge, pay, fringe benefits, job
training, classification, referral, and
other aspects of employment, on
the basis of race, color, religion, sex
or national origin.
Consulting to Qualified
Participants – GUARENTEED.
S T R A T E G I C M O N E Y @Live.com

6. DISABILITY
The Americans with Disabilities Act
of 1990, as amended, protects
qualified applicants and employees
lifi d li t d l
with disabilities from
discrimination in hiring, promotion,
discharge, pay, job training, fringe
benefits, classification, referral,
and other aspects of employment
on the basis of disability. The law
also requires that covered entities
provide qualified
pro ide q alified applicants and
employees with disabilities with
reasonable accommodations that
do not impose undue hardship.

7. AGE DISCRIMINATION
The Age Discrimination in
Employment Act of 1967, as
amended, protects applicants and
d d t t li t d
employees 40 years of age or older
from discrimination on the basis of
age in hiring, promotion, discharge,
compensation, terms, conditions or
privileges of employment.
S T R AT E G I C M O N E Y P R O D U C T S & C O N S U LT I N G BY
M o n e y N o l o g y a p r i va t e e n t e r p r i s e c o m p a n y
EEOC Equal Employment Opportunity Commission
Free Consulting to Qualified Participants
We are not a law firm – GUARENTEED – We don’t charge a lot
W R I T E F R E E TO S T R AT E G I C M O N E Y @ L I V E . C O M
S T R A T E G I C M O N E Y @Live.com

8. SEX DISCRIMINATION
In dditi to
I addition t sex di i i ti prohibited b Titl
discrimination hibit d by Title
VII of the Civil Rights Act of 1964, as amended (see
above), the Equal Pay Act of 1963, as amended,
prohibits sex discrimination in payment of wages to
women and men performing substantially equal work
in the same establishment.
establishment
Retaliation against a person who files a charge of
discrimination, participates in an investigation, or
opposes an unlawful employment practice i
l f l l t ti is
prohibited by all of these Federal laws. If you believe
that you have been discriminated against under any
of the above laws, you should immediately contact an
attorney to determine your rights.

9. How much is your
claim worth?
The EEOC will not get you all the
money you may deserve.
deserve.
We will help you prepare your
presentation, calculate your claim as
the charging party and help you get
the money you deserve.
deserve.

10. Employers Holding Federal
Contracts or Subcontracts
Applicants to and
employees of companies
with a Federal government
contract or subcontract are
t t b t t
protected under the
following Federal
authorities:
The employer is going to
offer you a few cents to go
away, you ll
away you’ll most likely have
to sign a lot of legal papers
and you’ll have to quit your
job.
Get the money, we call it
STRATEGIC MONEY.
S T R A T E G I C M O N E Y @Live.com

11. They’re (employer) going to offer you a couple
of bucks. The lawyer will cost you about $1,000
RACE, COLOR, to $1,500 up‐front and most likely a portion of
RELIGION, SEX, your settlement Contact us for free and we’ll
settlement.
NATIONAL ORIGIN get you started on the road to a real settlement
Executive Order 11246, that makes sense, and you get all the money
as amended, prohibits first.
job discrimination on the
basis of race, color,
religion, sex or national
origin, and requires
i i d i
affirmative action to
ensure equality of
opportunity
pp y in all
aspects of employment.
S T R A T E G I C M O N E Y @Live.com

12. INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973,
as amended, prohibits job discrimination
because of disability and requires affirmative
action to employ and advance in employment
qualified i di id l with di biliti who, with
lifi d individuals ith disabilities h ith
reasonable accommodation, can perform the
essential functions of a job.
S T R A T E G I C M O N E Y @Live.com

13. VIETNAM ERA, SPECIAL DISABLED,
RECENTLY SEPARATED, AND OTHER
PROTECTED VETERANS
38 U.S.C. 4212 of the Vietnam Era
Veterans’ Readjustment Assistance
Act of 1974, as amended, prohibits
job discrimination and requires
affirmative action to employ and
advance in employment qualified
Vietnam era veterans, qualified
special disabled veterans, recently
separated veterans, and other
protected veterans. Any person who
b li
believes a contractor h violated i
has i l d its
nondiscrimination or affirmative
action obligations under the
authorities above should contact immediately:
y
The Office of Federal Contract Compliance Programs
(OFCCP), Employment Standards Administration, U.S.
Department of Labor, 200 Constitution Avenue, N.W.,
Washington, D.C. 20210 or call (202) 693‐0101, or an
OFCCP regional or district office, listed in most
telephone directories under U.S. Government,
Department of Labor. Equal Employment Opportunity is
THE LAW

14. Private Employment,
p y
State and Local
Governments,
Educational
Institutions
Applicants to and
employees of most
private employers,
state and local
governments,
educational
institutions,
institutions Do not settle f a f
l for few cents when you h
h have
employment agencies the possibility of getting tens of thousands of
and labor dollars as the charging party.
organizations are
Send us an email today
Send us an email today
protected under the
following Federal StrategicMoney@Live.com
laws:
S T R A T E G I C M O N E Y @Live.com

15. RACE, COLOR, RELIGION, SEX, NATIONAL
ORIGIN
Title VII of the Civil Rights Act of 1964, as
amended, prohibits discrimination in hiring,
promotion, discharge, pay, fringe benefits, job
training, classification, referral, and other
aspects of employment, on the basis of race,
color, religion, sex or national origin.
S T R AT E G I C M O N E Y P R O D U C T S & C O N S U LT I N G BY
M o n e y N o l o g y a p r i va t e e n t e r p r i s e c o m p a n y
EEOC Equal Employment Opportunity Commission
Free Consulting to Qualified Participants
We are not a law firm – GUARENTEED – We don’t charge a lot
W R I T E F R E E TO S T R AT E G I C M O N E Y @ L I V E . C O M
S T R A T E G I C M O N E Y @Live.com

16. DISABILITY
The Americans with Disabilities Act of 1990, as
amended, protects qualified applicants and
employees with disabilities from discrimination
in hiring promotion discharge pay job
hiring, promotion, discharge, pay,
training, fringe benefits, classification, referral,
and other aspects of employment on the basis
of disability. The law also requires that covered
entities provide qualified applicants and
employees with disabilities with reasonable
accommodations that do not impose undue
hardship
S T R A T E G I C M O N E Y @Live.com

17. AGE
The Age Discrimination in Employment Act of
1967, as amended, protects applicants and
employees 40 years of age or older from
discrimination on the basis of age in hiring,
promotion, discharge, compensation, terms,
conditions or privileges of employment.
S T R A T E G I C M O N E Y @Live.com

18. SEX (WAGES)
In addition to sex discrimination prohibited by
Title VII of the Civil Rights Act of 1964, as
amended (see above), the Equal Pay Act of
1963, as amended, prohibits sex discrimination
in payment of wages to women and men
performing substantially equal work in the
same establishment.
Retaliation against a person who files a charge
of discrimination, participates in an
investigation, or opposes an unlawful
employment practice is prohibited by all of
these Federal laws. If you believe that you
have been discriminated against under any of
the above laws, you should contact
immediately:
The U.S. Equal E l
Th U S E l Employment O Opportunity
i
Commission (EEOC), 1801 L Street, N.W.,
Washington, D.C. 20507 or an EEOC field office
by calling toll free (800) 669‐4000. For
y g ( )
individuals with hearing impairments, EEOC’s
toll free TDD number is (800) 669‐6820.

19. RACE, COLOR, RELIGION, NATIONAL ORIGIN,
SEX
In addition to the protection of Title VII of the
Civil Rights Act of 1964, as amended, Title VI of
the Civil Rights Act prohibits discrimination on
the basis of race, color or national origin in
programs or activities receiving Federal
financial assistance. Employment
discrimination i covered b Titl VI if th
di i i ti is d by Title the
primary objective of the financial assistance is
provision of employment, or where
employment discrimination causes or may
p y y
cause discrimination in providing services
under such programs. Title IX of the Education
Amendments of 1972 prohibits employment
discrimination on the basis of sex in
educational programs or activities which
receive Federal assistance.

20. INDIVIDUALS WITH DISABILITIES
Sections 501, 504 and 505 of the Rehabilitation
Act of 1973, as amended, prohibits
employment discrimination on the basis of
disability in any program or activity which
receives Federal financial assistance in the
federal government. Discrimination is
prohibited in all aspects of employment
against persons with disabilities who, with
reasonable accommodation, can perform the
essential functions of a job.
If you believe you have been discriminated
against in a program of any institution which
receives Federal assistance, you should contact
immediately the Federal agency providing such
assistance.
S T R A T E G I C M O N E Y @Live.com

21. S T R AT EG I C M O N E Y P RO D U C T S & CO N S U LT I N G BY
Mone yNology
a p r i va t e e n t e r p r i s e c o m p a n y
E EO C Eq u a l E m p l o y m e nt O p p o r t u n i t y C o m m i s s i o n
Eq
F re e C o n s u l t i n g to Q u a l i f i e d Pa r t i c i p a nt s
We a re n o t a l a w f i r m –
e e
G UA R E N T E E D –
We d o n ’ t c h a rge a l o t
W R I T E F R E E TO S T R AT EG I C M O N E Y @ L I V E .CO M
F CO