A charge may be assigned for priority investigation if the initial facts appear to support a violation of law. Discriminatory practices under these laws also include: To protect legal rights, it is always best to contact EEOC promptly when discrimination is suspected. Therefore, the EPA exempted white-collar women from the protection of equal pay for equal work. The "relief" or remedies available for employment discrimination, whether caused by intentional acts or by practices that have a discriminatory effect, may include: An entity subject to the ADA regards someone as having a disability when it takes an action prohibited by the ADA based on an actual or perceived impairment, except if the impairment is both transitory lasting or expected to last six months or less and minor. Reasonable accommodation may be necessary to apply for a job, to perform job functions, or to enjoy the benefits and privileges of employment that are enjoyed by people without disabilities. Any individual who believes that his or her employment rights have been violated may file a charge of discrimination with EEOC. However, since many EPA claims also raise Title VII sex discrimination issues, it may be advisable to file charges under both laws within the time limits indicated. No employee shall be a party plaintiff to any such action unless he gives his consent in writing to become such a party and such consent is filed in the court in which such action is brought. The "hostile environment" standard also applies to harassment on the bases of race, color, national origin, religion, age, and disability. If the case is successfully conciliated, or if a case has earlier been successfully mediated or settled, neither EEOC nor the charging party may go to court unless the conciliation, mediation, or settlement agreement is not honored. For more information on how to file a complaint of federal discrimination, contact the EEO office of the federal agency where the alleged discrimination occurred.