Equal Employment Opportunity Commission v. Pettegrove Truck Service, Inc.

**EEOC v. Pettegrove Truck Service: Court Rules Small Employer Must Follow Anti-Discrimination Laws** This case involved a dispute over whether Pettegrove Truck Service had to follow federal anti-discrimination laws. The company argued it was too small to be covered by Title VII, the main federal law that prohibits workplace discrimination. Title VII only applies to employers with 15 or more employees, and Pettegrove claimed it didn't meet this threshold. The Equal Employment Opportunity Commission (EEOC) disagreed and took the company to court. The EEOC argued that Pettegrove did have at least 15 employees during the time period in question, which meant the company had to follow federal anti-discrimination rules. The court sided with the EEOC, ruling that Pettegrove Truck Service did indeed employ 15 or more people during the relevant period. This meant the company was legally required to comply with Title VII's anti-discrimination protections. This decision matters for workers because it shows that employers cannot simply claim they're "too small" to avoid discrimination laws without proper evidence. Even smaller companies must count their employees accurately and follow federal anti-discrimination rules if they meet the 15-employee threshold, ensuring more workers have legal protection against workplace discrimination.