Laws and Regulations LAWS
Information on the Equal Pay Act of 1963, Civil Rights Act 0f 1964, Age Discrimination in Employment Act of 1967, Rehabilitation Act of 1973, Americans With Disabilities Act of 1990, Civil Rights Act of 1991, and more.
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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)
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)
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)
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)
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)
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)
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.
Pregnancy Discrimination Act of 1978, amendment to Title VII of the Civil Rights Act of 1964, prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions and constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations.
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)
Last Updated:
September 13, 2007
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