this will be really interesting to see how the eeoc case plays out. obviously either they must think that they have very strong evidence, compelling evidence, or -- or they want to send a message to silicon valley. >> exactly, yeah. >> that age discrimination is not okay but we won't really know until the lawsuit has been finisheded. >> this would be the kind of thing that would get other companies' attention, i would assume. >> absolutely. >> how the aggies going to be this fall, joanna? >> great as always. >> all right. good. joanna leahy with texas a&m university's bush school of government and public service. >>> coming up, pets bring unconditional love to their owners and big business ideas to entreprene >>> here's what to watch tomorrow, folks. as we reported, the employment report for june will be released. expectations are for an increase of 165,000 non-farm payroll jobs. we'll find out whether consumer borrowing increased or slowed down in may when the fed releases its monthly consumer credit report and the energy markets will pay attention t

the eeoc had been created, title vii have been passed and the women around the country were mad thateally kind of the enforcement of the law was not what they thought it should be. so, this meeting of the commissions allowed these women to come together. betty friedan was there. dr. pauline murray was one of the people that actually writes about the founding meeting and catherine conroy, who was my mentor and also from wisconsin, a book about her rights about that founding meeting. they were at the washington and they were trying to figure out what to good. they met in that he cozy room and there was -- betty's room and the was talk about a founding of a sort of naacp for women was needed. they were not ready to go over the edge that night and so they wanted to try one more time and then went to the government the next morning and they said, we want to move this revolution to mandate the eeoc to actually declare help-wanted men and women as an illegal strategy and they said, we do not do resolutions against other government agencies at a government meeting. that was it. at lunch i got tog

and she, along with other women, came to the meeting of the commission on the status of eeoc had been created, title 7 had been the women were, around the country, were getting that the d, enforcement of the law wasn't should be.hought it so this meeting of the ommission allowed these women to come together. was there, and dr. pauley murray ones of the people ho actually writes about the founding meeting, and katherine mentor, and was my wisconsin, a book about her writes about that founding meeting. washington the hilton. they were trying to figure out what to do. betty's room, and there was talk of founding an organization, something like the naacp was needed for women. that point both conroe -- and my two buddies, they weren't over the edge go that night. try one more time and said they want to mover this eeoc tion to mandate the to actually male and female as and they strategy said, we don't do resolutions gainst other government a government meeting. that was it. at lunch, they got together, bucks and their five formed the national association for women. foundinghen they had a co

and just last week the eeoc joined a class action lawsuit claiming that google has, quote, engaged in systematic pattern of age discrimination in hiring. so, is this a case of ageism in silicon valley? yale school of management senior associate dean joins us now. jeff, always great to see you. do you think silicon valley has a systemic problem with age discrimination in hiring? >> i do think they have an unconscience peter pan syndrome where there seems to be this quest of neverland, of little boys who never grow old. they have underrepresentations of key segments of society. there are some great women in senior leadership roles, but not too many. and then when it comes to grown-ups, there's really very few. there seem to be systemic biases, there are top leaders -- >> do you think it's a question -- i mean, it's hard to tell, obviously. and we don't have the numbers in front of us and some of the information the eeoc would have, but could it merely be a more benign explanation, in other words, that it is not systemic -- a systemic bias but the fact most of the people who have the bac

both the eeoc and google declined comment for this story. the lawsuit against google is scheduled for trial may 2017. this is an issue that goes beyond just google, of course. here in silicon valley, the issue of discrimination is a hot button topic. we know usually focused on race and gender. but as tech changes quickly, there can be a bias that younger engineers are just more attune to what's current and relevant. back to you. >> fascinating story. josh lipton, thank you. >>> florida's toxic algae, it keeps spreading. florida's governor is asking president obama to declare a federal state of emergency. because of that. that story is next. i'm only in my 60's. i've got a nice long life ahead. big plans. so when i found out medicare doesn't pay all my medical expenses, i looked at my options. then i got a medicare supplement insurance plan. [ male announcer ] if you're eligible for medicare, you may know it only covers about 80% of your part b medical expenses. the rest is up to you. call now and find out about an aarp medicare supplement in

the eeoc says the worker was fired after telling the restaurant manager about the hiv status and hadn interest in a co-worker. the lawsuit is seeking punitive damages as well as back pay. >>> 6:28 is the time. up next, we are going to go back to the fire at the oakland emeryville border. and we have crews on the scene. we are going to have a live report, and also, get an update from fire investigators there about the fire. . >>> good morning, we are looking at a complete what is going to be mostly not impacted by the fire. but it is going to be getting busy. in some of the other east bay freeways. you look at the emeryville camera. you can see smoke coming up. but the freeway there looks okay. we will give you the roundup straight ahead. i just picked us up 2 breakfast croissants for $4, when this bear attacked. with one swipe, it devoured one of the croissants. then jack showed up, and took care of the beast, so i could escape. and that's what happened to your breakfast croissant. and yours? it survived. enjoy freshly cracked egg with ham and bacon. or sausage. two tasty croissants

you don't feel like you're getting any kind of satisfaction at work you can file a claim with the eeoc, and you have 180 days to do that. you don't need a lawyer to do it. you can do it yourself and also seeking legal advice is another option. >> rebecca, in your piece we heard just a fraction of what some women and men say they experience actually get reported. what are companies doing to combat that and give people a way to report. >> most of it goes unreported and by the way you bring up a good point. it happens to men and women in the workplace and a lot of companies now have their own code of conduct. their own code of ethics. for example, apple is now saying not only does this work inside of our workplace, not only do we have a no tolerance policy here, we won't work with companies that don't have those policies. >> so things are changing perhaps for the good. rebecca, tory, thanks so much. >>> and coming up next on "gma," your sunscreen reality check, does yours really protect you in the water when we come back. water when we come back. the ford freedom sales event is on! with o

. --- when we reached out to prepare for the hearing we reached out to the federal eeoc which handles sexual harassment complaint in their work but they have no data on this, not because they think it's not happening but because people are so vulnerable and afraid they are not getting the reporting process. we need to make sure people are aware of their rights and know how to report the matter. --- obviously strengthening worker ties to community organization or unions. like mujer activa. so thorganizations that elevate so they can protect their own rights.--- supervisor -- has created a task force to look at sexual assault on campuses. i'm happy to answer any questions. >> supervisor breed: i have one question. i know that you have specific recommendations for employees. how does that translate to contractors? >> i think making sure that the contractors are getting trained in their obligations. and making sure that they are providing that training to the people who work for them. >> supervisor breed: but it is not necessarily mandatory. >> well, there is mandatory sexual assault trai