ABSTRACT
Introduction Title VII is a sweeping statute, covering many forms of workplace discrimination in both the public and private sectors. However, there are gaps in Title VII coverage. For example, covered entities must have at least 15 employees, EEOC administration is required, and the statutes of limitations are relatively short. Clearly, no constitutional amendment was ever designed to address EEO issues explicitly. Furthermore, when evaluated against their own intended purposes, constitutional amendments generally paint with a much wider brush than Title VII. However, when they are applicable to EEO scenarios, the 5th, 13th, and 14th amendments fi ll critical Title VII gaps, provide parallel judicial scenarios, and do not require administrative procedures.
