Equal Employment Opportunity (EEO) Regulations
- The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
- Title VI of the Civil Rights Act of 1964 (Title VI), which prohibits against exclusion from participation in, denial of benefits of, and discrimination under federally assisted programs on the ground of race, color, or national origin;
- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
- Executive Order 11246, as amended by Executive Order 11375 and 12088 non discrimination in government employment, contractors, and subcontractors.
- The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
- Title IX of Education Amendments of 1972, which prohibits discrimination on the basis of sex from participation in any educational program or activity receiving Federal assistance;
- Section 504 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with disabilities who work in the federal government;
- The Vietnam-Era Veterans Readjustment Assistance Act of 1974, Vietnam era veterans, special disabled veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized are protected in employment; and
- Pregnancy Discrimination Act of 1978, prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions, which constitutes unlawful sex discrimination under Title VII;
- Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
- The Americans with Disabilities Act Amendments Act of 2008 ("ADA Amendments Act" or "ADAAA") became effective January 1, 2009. It retains the Americans with Disabilities Act of 1990's basic definition of "disability" as an impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment, but changes the way that these statutory terms should be interpreted.
- The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination;
- The Genetic Information Nondiscrimination Act of 2008 (GINA), prohibits discrimination on the basis of genetic information with respect to health insurance and employment;
- The Lilly Ledbetter Fair Pay Act of 2009, clarifies that a discriminatory compensation decision or other practice that is unlawful under Title VII, ADEA or the ADA occurs each time compensation is paid pursuant to the discriminatory compensation decision.
The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.
Anti-Discrimination Laws by Type: Facts and Guidance
Florida State University Regulations:
- CHAPTER 6C2R-4 FACULTY AND STAFF
- 6C2R-4.011 Affirmative Action Program
- 6C2R-4.012 Director of Diversity and Compliance/Chief Diversity Officer
- 6C2R-4.013 Non Discrimination Policies and Procedures
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