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Home > About NRC
> Civil Rights > Equal Employment Opportunity
> EEO Statutes and Regulations
Equal Employment Opportunity Statutes and Regulations
Consistent with its policy on Equal Employment Opportunity (EEO), the U.S. Nuclear Regulatory Commission (NRC) prohibits discrimination, reprisal, or workplace harassment against employees or applicants for employment, on the bases established by the following EEO/anti-discrimination statutes and regulations, as described below:
EEOC Regulations (29 CFR Part 1614)
Title 29, Part 1614, of the Code of Federal Regulations (29 CFR Part 1614)  sets forth the EEO regulations established by the U.S. Equal Employment Opportunity Commission (EEOC) . These regulations, which were amended July 12, 1999 (effective November 9,
1999), prohibit discrimination on the basis of race, color,
national origin, gender, and religion (including reasonable accommodation
for religious practice). These regulations govern the processing of Federal sector discrimination complaints filed
under the statutes described below. These regulations also require Federal agencies to
establish or make available an Alternative Dispute Resolution (ADR) Program to
resolve claims of employment discrimination at both the pre-complaint stage and the formal
complaint stage of the Employment Discrimination Complaint Process.
Title VII of the Civil Rights Act of 1964
Title VII , as amended, prohibits discrimination based on race, color, national origin, religion, or gender (including sexual harassment). It also prohibits reprisal or retaliation for participating in the discrimination
complaint process, or for opposing any unlawful employment practice that the individual
reasonably and in good faith believes to be a violation of Title VII.
Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967 , as amended, prohibits discrimination on the basis of age (40 and older).
Rehabilitation Act of 1973
The Rehabilitation Act of 1973 , as amended, prohibits discrimination on the basis of mental or physical disability. It also
requires Federal agencies to reasonably accommodate known physical or mental
limitations of qualified disabled employees or applicants.
Equal Pay Act of 1963
The Equal Pay Act of 1963 prohibits Federal agencies from paying employees of one gender a lower wage than
employees of the opposite gender for performing equal (or substantially equal)
work under similar working conditions. Gender-based wage discrimination claims may be filed simultaneously under
Title VII and the Equal Pay Act.
Executive Order 11478, "EEO Opportunity in the Federal Government"
Executive Order 11478 , "EEO Opportunity in the Federal Government," was amended on May 28, 1998, to include sexual orientation as a prohibited basis for discrimination. Discrimination based on sexual orientation is not covered by the EEOC Regulations set forth in 29 CFR Part 1614 (as described above). If you wish to pursue an allegation of discrimination based on
sexual orientation, contact the NRC's Office of Small Business and Civil Rights.
Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act)
The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (Pub. L. 107-174), also known as the No FEAR Act  , requires Federal agencies to be accountable for violations of antidiscrimination and whistleblower protection laws. In addition, the No FEAR Act requires each agency to post summary statistical data pertaining to complaints of employment discrimination filed against the agency (under 29 CFR Part 1614 ). The specific data to be posted are described in Section 301 of the No FEAR Act and 29 CFR 1614.704.
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