EEO Reference Material & Legal Documents
Title VII of the Civil Rights Act of 1964Â Â Â Â Â Â Â Â Â Â Â Â Â Â
Title VII prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin.
Equal Pay Act of 1963
The Equal Pay Act of 1963 (EPA), which is part of the Fair Labor Standards Act of 1938, as amended (FLSA), and which is administered and enforced by the EEOC, prohibits sex-based wage discrimination between men and women in the same establishment who are performing under similar working conditions.
The Age Discrimination in Employment Act of 1967
The ADEA protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The Older Workers Benefit Protection Act (Pub. L. 101-433) amends several sections of the ADEA. In addition, section 115 of the Civil Rights Act of 1991 (P.L. 102-166) amends section 7(e) of the ADEA (29 U. S.C. 626(e)).
The Rehabilitation Act of 1973 Sections 501 and 505
Section 501 prohibits employment discrimination against individuals with disabilities in the federal sector. Section 505 contains provisions governing remedies and attorney’s fees under Section 501. Relevant definitions that apply to sections 501 and 505 precede these sections. Section 512 of the Americans with Disabilities Act of 1990 (Pub. L. 101-336) (ADA) amends definitions applicable to the Rehab. Act. The Rehabilitation Act Amendments of 1992 (Pub. L. 102-559) further amends the definition of “individual with a disability” and Section 501.
The Americans with Disabilities Act Titles I and V
Title I of the ADA, which became effective for employers with 25 or more employees on July 26, 1992, prohibits employment discrimination against qualified individuals with disabilities. Title I will apply to employers with 15 or more employees beginning on July 26, 1994. Title V contains miscellaneous provisions which apply to EEOC’s enforcement of Title I. The Civil Rights Act of 1991 (Pub. L. 102-166) (CRA) amends sections 101(4), 102 and 509 of the ADA.
The Civil Rights Act of 1991
The Civil Rights Act of 1991 includes provisions meant to reduce illegal discrimination in employment decisions. Enacted November 21, 1991, the new law applies to all employers who have 15 or more employees in each of 20 or more calendar weeks per year.
Management Directive 715 (EEO MD-715)
The EEOC’s Management Directive provides policy guidance and standards for establishing and maintaining effective affirmative programs of equal employment opportunity.
Management Directive 110 (EEO MD-110)
The EEOC’s Management Directive, issued October 22, 1992, outlines the Commission’s policies, procedures, and guidance relating to the processing of employment discrimination complaints.
Notification And Federal Employee Antidiscrimination And Retaliation Act Of 2002 (NO FEAR Act)
The NO FEAR Act requires that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws; to require that each Federal agency post quarterly on its public Web site, certain statistical data relating to Federal sector equal employment opportunity complaints filed with such agency; and for other purposes.
EXECUTIVE ORDER No. 11246
Executive Order 11246 protects employees of covered Federal contractors and subcontractors from employment discrimination because of race, color, religion, sex and national origin. The Executive Order also requires that certain employers take affirmative action to ensure that all qualified applicants and employees receive equal employment opportunity.
Executive Order 11478Â
Executive Order 11478 prohibits discrimination in employment because of race, color, religion, sex, national origin, handicap, or age, and to promote the full realization of equal employment opportunity through a continuing affirmative program in each executive department and agency.
Executive Order 13087
Executive Order 13087 did not create any new rights, however it did set the stage for positive and constructive action by all units of the federal government to make certain that the workplace is one free from harassment and discrimination. Many of the Cabinet level agencies have also issued policy statements prohibiting discrimination based on sexual orientation. Some of the agencies have developed parallel EEO complaint procedures allowing federal employees to file EEO complaints based on sexual orientation within their agencies.
Executive Order 13152
Further Amendment to Executive Order 11478, Equal Employment Opportunity in Federal Government
29 CFR Part 1614
These regulations cover the U.S. federal sector and are designed to encourage equal employment opportunities.