Laws and Regulations
The Office of Affirmative Action is committed to providing its customers faculty, staff and students with clear and easy-to-access information on how to comply with federal and state employment laws. This office guides, directs, assists and monitors the administration and the faculty to ensure fair and equal treatment of all individuals in the processes which affect education and employment by enforcing all federal/state laws and regulations as well as university policies and procedures related to civil rights, affirmative action, and non-discrimination. It is the responsibility of the Affirmative Action Office University’s Office of Equal Opportunity and Compliance to investigate and resolve all allegations of discrimination on the basis of race, age, gender, national origin, religion, disability, veteran status, marital or parental status, genetic information and sexual orientation.
Executive Orders No. 11246 and No. 11375; Revised Order No. 4 prohibits discrimination against any employee or applicant for employment because of race, color, religion, sex, or national origin.
Title VI of The Civil Rights Act of 1964 prohibits unlawful discrimination based on race, color, or national origin in provision of benefits or services in all programs or activities which receive federal financial assistance.
Title VII of The Civil Rights Act of 1964 prohibits unlawful discrimination in employment based on race, color, religion, sex or national origin regardless of whether the employer is a contractor with the federal government. Title VII also prohibits sexual harassment and creates the Equal Employment Opportunity Commission, charging it with enforcement of Title VII.
Equal Pay Act of 1963 (as amended) provides that employees performing substantially the same work under similar working conditions in the same establishment receive the same rate of pay, regardless of sex.
Civil Rights Act of 1991 strengthens existing laws prohibiting discriminatory practices by establishing a more stringent burden of proof for employers defending themselves against charge of discriminatory acts. It also expands eligibility for compensatory and punitive damages to employees in cases where illegal discrimination is found.
Age Discrimination Act of 1967 (as amended) prohibits employment discrimination against persons 40 years of age or older.
Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth or related medical conditions 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.
Title IX of the Education Amendments of 1972 prohibits sex discrimination in educational programs or activities on the basis of sex against employees or students in federal assisted programs and in educational institutions receiving federal assistance.
Sections 503 of the Rehabilitation Act of 1973, amended and Sections 504 of the Rehabilitation Act of 1973 prohibit discrimination against individuals with disabilities and require institutions to take affirmative action to hire and promote qualified persons with disabilities, as well as to make programs accessible to persons with disabilities. Institutions must also provide "reasonable accommodations" to persons with disabilities.
Americans with Disabilities Act of 1990 (ADA) prohibits employers from discriminating against qualified individuals with disabilities in hiring, promotions, discharge, compensation, training and other conditions and benefits of employment.
Vietnam Era Veterans Readjustment Act of 1974 prohibits discrimination in employment based on veteran status. Section 402 of this act requires government contractors and subcontractors to take affirmative action to employ and promote disabled veterans and veterans of the Vietnam era.
Uniformed Services Employment and Reemployment Rights Act (USERRA)protects service members' reemployment rights when returning from a period of service in the uniformed services, including those called up from the reserves or National Guard, and prohibits employer discrimination based on military service or obligation. The U.S. Department of Labor's (DOL) Veterans' Employment and Training Service (VETS) administers USERRA.