In my first week at the Equal Employment Opportunity Commission (EEOC) I had quite a bit to learn about the field of labor and employment law. By way of background, the EEOC was established by the US Congress to enforce Title VII of the Civil Rights Act of 1964. The purpose of the commission broadened as the number of laws that protected individuals from discrimination in the workplace broadened. The scope moved from discrimination based on sex or race to gender, sexuality, age, pregnancy status, and other factors. The mission of the EEOC is to “prevent and remedy unlawful employment discrimination and advance equal opportunity for all.” My first week at the EEOC in the Enforcement Unit was spent mostly reading the intern “primer.” This brought me through all of the different statutes that the EEOC enforces: Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, Pregnancy Discrimination Act of 1978, Age Discrimination in Employment Act of 1967, Rehabilitation Act of 1973and Rehabilitation Act Amendments of 1992, Americans with Disabilities Act of 1990, Government EMployee Rights Act of 1991, Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, Genetic Information Nondiscrimination Act of 2008, Lilly Ledbetter Fair Pay Act of 2009, Pregnant Workers Fairness Act of 2022. Along with each statute are the types of evidence that is required in order for the EEOC to file a charge, the requirements for a claim to meet aspects of the statutes, and other important information about the enforcement of these statutes. It was quite a bit to digest and so in order to ensure that I had a handle on these statues my supervisor worked through practice scenarios with me about what law would apply in what case and if the Potential Charging Party (PCP; the person who contacts the EEOC because they believe that they have been discriminated against). I did okay on these questions but there was still quite a bit of nuance that I had yet to understand.