Applicable Laws

Compliance with the laws referred to below is within the scope of responsibilities of the Office for Institutional Equity:

• Americans with Disabilities Act of 2008
  Strengthens the American with Disability Act of 1990.
• Genetic Information Nondiscrimination Act of 2008
  Federal law that prohibits discrimination by employers, employment agencies, labor unions, and health insurers on the basis of genetic tests. Genetic information may not be used in hiring, firing, or promotion decisions, or to make other kinds of workplace decisions, or decisions about insurance. Employers, employment agencies, and unions that have genetic information about employees must keep it in separate files and treat it as a confidential medical record, which can be disclosed only in very limited circumstances.
• Pregnancy Discrimination Act
  Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment.
• Civil Rights Act of 1991
  Provides monetary damages in cases of intentional employment discrimination.
• Americans with Disabilities Act of 1990 (Titles I and V)
  Prohibits discrimination on the basis of disability in public service and public transportation; public accommodations; telecommunications; and miscellaneous provisions.
• Immigration Reform and Control Act of 1986
  Requires employers to maintain certain records pertaining to the citizenship status of new employees.
• Executive Order No. 28 of 1983
  Prohibits discrimination based on sexual orientation in any matters pertaining to employment or the provision of any services or benefits.
• Vietnam Era Veterans Readjustment Assistance Act of 1974 (38USC4212), as amended, and Veterans Employment Opportunities Act of 1998
  Require that employers with federal contracts or subcontracts of $10,000 or more provide equal opportunity and affirmative action in the employment and advancement of Vietnam and special disabled veterans of all wars.
  For federal contracts or subcontracts of at least $25,000 entered into prior to 12/01/03, this was extended in 1998 to "other eligible veterans" that includes (1) those who served on active duty during a war or (2) served in a campaign or expedition for which a campaign badge was authorized.
  For federal contracts or subcontracts of at least $100,000 entered into on or after 12/01/03, this was extended in 2003 to "other eligible" veterans, "special disabled veterans," and Vietnam era veterans."
• Section 504 of the Rehabilitation Act of 1973
  Prohibits discrimination against qualified individuals with disabilities who work in the federal government
• Section 503 of the Vocational Rehabilitation Act of 1973, as amended
  Prohibits discrimination on the basis of physical or mental handicap in any federally assisted program or activity and requires employers with federal contracts or subcontracts of more than $10,000 to provide equal job opportunities and affirmative action for qualified individuals with disabilities.
• Title IX of the Educational Amendments of 1972
  Prohibits exclusion from participation in or denial of benefits, or subjection to discrimination on the basis of sex in any education program or activity receiving federal financial assistance.
• Age Discrimination in Employment Act of 1967
  Prohibits discrimination against employees or applicants for employment who are between 40 and 70 years of age. Prohibits discrimination on the basis of age in programs or activities receiving federal financial assistance.
• Executive Order 11246 of 1965 (as amended by Executive Order 11375)
  Requires Affirmative Action Programs by all Federal contractors and subcontractors and requires that organizations with contracts over $50,000 and 50 or more employees develop and implement written programs.
• Title VI of the Civil Rights Act of 1964, as amended
  Prohibits discrimination on the basis of race, color, religion, or national origin in admissions, access to courses or programs, and student policies.
• Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972)
  Prohibits discrimination on the basis of race, color, religion, sex(including sexual harassment) or national origin in any term, condition or privilege of employment.
• Equal Pay Act of 1963
  Requires all employers subject to the Fair Labor Standards Act (FLSA) to provide equal pay for men and women performing work that requires equal skill, effort, and responsibility under similar working conditions in the same establishment.