imination against individuals 40 years of age and older; the Equal Pay Act of 1963 (EPA), which prohibits discrimination on the basis of gender in compensation for substantially similar work under similar conditions; the Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination on the basis of disability in both the public and private sector, excluding the federal government; the Civil Rights Act of 1991, which includes provisions for monetary damages in cases of intentional discrimination and clarifies provisions regarding disparate impact actions; and, Section 501 of the Rehabilitation Act of 1973, as amended, which prohibits employment discrimination against federal employees with disabilities. Budgeting and Staffing The EEOC's fiscal year 1998 budget appropriation was $242,000,000, including $27.5 million for payments to the FEPAs. For fiscal year 1999, Congress approved the President's request for $279,000,000, including $29 million for the FEPAs. Due to limited budgets throughout the 1980's and into the 90's, the EEOC's complement of full time employees fell from a high of 3,390 in 1980, to 2,544 at the end of fiscal year 1998. The decline in resources came at the same time the agency's enforcement obligations substantially expanded due to new statutory responsibilities. Charges under the ADA, enacted in 1990, currently account for nearly one quarter of EEOC's caseload. In addition, charge filings increased following the enactment of the Civil Rights Act of 1991. The increase has been particularly dramatic with regard to sexual harassment charges. Overall, charge filings have jumped from 62,135 in fiscal year 1990 to around 80,000 in both fiscal years 1997 and 1998. Approximately 90% of the agency's budget is allocated to fixed costs such as salaries, benefits, and rent. This is due to the highly personnel intensive nature of the EEOC's work in investigating, resolving, and litigating ...
