Laws
Equal Pay
Act of 1963, 29 U.S.C. § 206 (d), prohibits employers from discriminating
on the basis of sex in the payment of wages where substantially equal work is performed
under similar working conditions. (Provided by EEOC)
Civil Rights Act of 1964, 42 U.S.C. as amended § 2000 et.
seq., is the major federal law prohibiting discrimination in employment. Title VII
prohibits discrimination based on race, sex, color, religion, or national origin,
and covers all areas of the employee-employer relationship, from advertising open
positions through termination or retirement. Enforced by EEOC. (Provided by EEOC)
See also: Civil Rights Act of 1991
below
Age Discrimination
in Employment Act of 1967, as amended, 29 U.S.C. § 621-634, protects employees
and job applicants who are 40 years of age or older from employment discrimination
based on age with respect to any term, condition, or privilege of employment --
including, but not limited to hiring, firing, promotion, layoff, compensation, benefits,
job assignments, and training. (Provided by EEOC)
Rehabilitation Act of 1973, as amended, 29 U.S.C. § 791, 793, 794(a) in
Sections 503 and 504, prohibits discrimination against the disabled and requires
institutions to take affirmative action to hire and promote qualified disabled persons.
Institutions are required to recruit and consider disabled persons for vacant positions,
and they must make "reasonable accommodation" to the physical or mental
limitations of otherwise qualified disabled employees, such as providing special
equipment or modifying the job. (Provided by EEOC)
The
Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights
Act of 1964 to make it illegal to discriminate against a woman because of pregnancy,
childbirth, or a medical condition related to pregnancy or childbirth. The law also
makes it illegal to retaliate against a person because the person complained about
discrimination, filed a charge of discrimination, or participated in an employment
discrimination investigation or lawsuit. (Provided by EEOC)
Americans
With Disabilities Act of 1990, 42 U.S.C. § 12101 et. seq., prohibits private
and public employers, employment agencies, and labor unions from discriminating
against qualified individuals with disabilities in job application procedures, hiring,
firing, advancement, compensation, job training, and other terms, conditions, and
privileges of employment. Enforced by DOJ, Ed, and EEOC. (Provided by EEOC)
Civil Rights Act of 1991, PL 102-166, amends the Civil Rights Act of 1964
by providing remedies for intentional discrimination and unlawful harassment in
the workplace; codifing the concepts of "business necessity" and "job
related"; providing authority and guidelines for the adjudication of disparate
impact suits; and responding to recent decisions of the Supreme Court by expanding
the scope of relevant civil rights statutes in order to provide adequate protection
to victims of discrimination. (provided by EEOC)
Notification and Federal Employee Antidiscrimination and Retaliation (No Fear) Act
of 2002, 5 U.S.C. 2301 note, holds agencies fiscally responsible if they
lose or settle EEO discrimination and whistleblower protection cases filed in U.S.
District Court; requires yearly reporting of analysis of discrimination and whistleblower
cases; and requires that quarterly updates of this analysis be posted on the agency
Web site.
Architectural
Barriers Act, 42 U.S.C. 4151 et. seq., is enforced by the Architectural
and Transportation Barriers Compliance Board and requires that buildings and facilities
be accessible to people with disabilities if they were constructed or altered by
or on behalf of the Federal Government or with certain Federal funds, or leased
to the Government after 1968. (provided by The Access Board)
The Genetic
Information Nondiscrimination Act of 2008 prohibits the improper use of
genetic information in health insurance and employment. The Act prohibits group
health plans and health insurers from denying coverage to a healthy individual or
charging that person higher premiums based solely on a genetic predisposition to
developing a disease in the future. The legislation also bars employers from using
individuals' genetic information when making hiring, firing, job placement, or promotion
decisions. (Provided by EEOC)
Civil
Liberties, Civil Rights, Equal Opportunity and Discrimination, About
50 laws and major regulations in EO topic areas, maintained by Fedlaw at GSA. (provided
by GSA)
