At first glance, the U.S. Equal Employment Opportunity Commission’s website does a fantastic job in not only providing proper documentation and resources to job seekers and employees with potential issues, but also helping businesses and their owners in knowing the best practices they can work toward to achieve a compliant and well-run organization without discrimination. That alone helps to proactively work toward resolutions of problems, rather than just setting up employees with sufficient defense mechanisms while never addressing the roots of any issues that arise. Quick links do help employees to find the best path to solve any problems they are having, but the website puts an emphasis to help clear up the picture for any person seeking information. The “employers” tab breaks down discrimination by type, talks about prohibitive practices, and even provides means for training to be better compliant under EEOC standards. The website also addresses current events and issues that people may be seeking based on current trends. The main scrolling image contains news story links as well as a link front and center for an article titled “The EEOC and the Enforcement Protections for LGBT Workers.” Such an article may not have been as relevant or sought after a decade ago, but recent societal movements definitely create necessity to review laws in place that affect different cultures and people. In the question-and-answer portion of the EEOC website that applies to small businesses, the second paragraph states that the laws dictated and upheld by the EEOC as a whole apply only to “private employers, state and local government employers, and educational institutions that employ 15 or more individuals.” The text is quick to point out, however, that these very minute businesses may still fall under state and local laws, so as not to let small business owners presume