Before the Equal Employment Opportunity Commission can file a civil suit for a violation of the Civil Rights Act based on a claim by a discriminated employee, it must first . determine that no racial discrimination has occurred. ensure that the violation has occurred for at least a period of three weeks. exhaust efforts to settle the claim. wait for a period of at least two weeks for the employer to take corrective actions. wait for a period of at least three weeks for the state to take corrective actions.

exhaust efforts to settle the claim.

Explanation:

The Civil Rights Act of 1964 is a civil rights and labor law in the United States of America that prohibits discrimination in employment, segregation in schools, and enforces the constitutional voting rights of the citizens.

The Civil Rights Act of 1964 was enacted by the 88th US Congress and signed into law on the 2nd of July, 1964 by President Lyndon B. Johnson.

The Equal Employment Opportunity Commission (EEOC) is a federal agency that was established by US Congress on the 2nd of July, 1965 based on the Civil Rights Act of 1964 so as to uphold and enforce all civil rights law against workplace discrimination by the employers or employees in the United States of America.

As a general rule, the Equal Employment Opportunity Commission (EEOC) can only file a civil suit for a violation of the Civil Rights Act based on a claim by a discriminated employee, after it has exhausted all the efforts to settle the claim presented by a victim. Thus, before filing a civil suit for a violation of the Civil Rights Act, it's very important that the Employment Opportunity Commission (EEOC) has tried everything within its powers to settle or proffer a solution between the accused employer and the potential employee (victim).

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