The U.S. Equal Employment Opportunity Commission (EEOC) is a federal law enforcement agency which enforces laws against work place discrimination. The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex, age, disability, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice.
Description by types can be reviewed through the following table: -
Types Of Description
Employer Coverage
Time Limits
Age
20 or more employees
180 days to file may be extended
Federal employees have 45 days to contact an EEO counselor.
Disability
15 or more employees
Same as above
Equal Pay/Compensation
15 or more employees under Title VII and ADA
20 or more employees under ADEA
Virtually all employers under EPA
Same as above
Genetic Information
15 or more employees
Same as above
Harassment
15 or more employees under Title VII and the ADA, 20 or more employees under the ADEA
Same as above
National Origin
15 or more employees
Same as above
Pregnancy
15 or more employees
Same as above
Race/Color
15 or more employees
Same as above
Religion
15 or more employees
Same as above
Retaliation
15 or more employees under Title VII and ADA
20 or more employees under ADEA
Virtually all employers under EPA
Same as above
Sex
15 or more employees
Same as above
Sexual Harassment
15 or more employees
Same as above

Table Source: - http://www.eeoc.gov/laws/types
Small business are defined in Section 3 of the Small Business Act , 15 U.S.C 632 and in the SBA’s regulations at 13 C.F.R. 121 section 3 of the Small Business Act, 15 U.S.C. 632, and in the SBA's regulations at 13 C.F.R. 121.201 (2002) 5 U.S.C.601 (3). The size standard used by Small Business Administration to define small businesses varies by industry; they generally use the “fewer than 500 employees”. However if EEOC wishes to change the definition of small business in a general rulemaking context, it should contact the Administration of the SBA.
Many of the equal opportunity regulations enacted through federal laws and enforced by the U.S. EEOC apply to small businesses. The Four major laws are:
• Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, and national origin. This act applies specifically to those businesses that have 15 or more employees on the payroll at any given time.
• The Age Discrimination in Employment Act of 1967 (ADEA) prohibits age discrimination against individuals who are forty years of age or older. This act applies specifically to businesses with a minimum of 20 employees on the payroll at any given time.
• Title I of the Americans with Disabilities Act of 1990 (ADA) prohibits employment discrimination against qualified individuals with disabilities. This act applies to employers with a minimum of 15 employees.
• The Equal Pay Act of 1963 (EPA) prohibits wage discrimination between men and women in substantially equal jobs within the same establishment. All employers should take special note of this act, as it applies to any business with a minimum of one employee.
These were the major differences I founded when I compared the EEOC official website and the textbook. The differences which surprised me between both the businesses is the time factor, whether be the filling charges and notification to the employer that a claim has been made, average processing time for mediation
Small businesses are important and critical feature of not only U.S. political and economic background but they form the base for economic growth of other countries as well. Small businesses help country to achieve self dependency and maintain balance of payment. A recent example of why Government is promoting small businesses is Walmart coming to India. Indian Government gave a go ahead to Walmart to start their venture in India, but the condition of Indian government is 50% of