Major Laws Prohibiting Employment Discrimination
A. Regulations requiring EEO/Non-Discrimination
Title VII of the Civil Rights Act of 1964, as amended in 1972, 1978 and the Civil Rights Act of 1991
The most prominent source of anti-bias employment rules is Title VII of the Civil Rights Act of 1964, as amended. This statute forbids discrimination in all areas of the employer-employee relationship, from advertisement for new employees through termination or retirement, on the basis of race, color, sex (including pregnancy, and sexual harassment), religion, and national origin.
Americans with Disabilities Act of 1990
The Americans with Disabilities Act of 1990, as amended protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. The law also requires that covered entities provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship.
Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, terms, conditions or privileges of employment.
Equal Pay Act of 1963
The Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same establishment.
Title VI of the Civil Rights Act
Title VI of the Civil Rights Act prohibits discrimination on the basis of race, color, and national origin in programs or activities receiving Federal financial assistance.
Title IX of the Education Amendments of 1972
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal assistance.
B. Federal Contractor Regulations requiring Affirmative Action
Executive Order 11246
The Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin and requires affirmative action to ensure equality of opportunity in all aspects of employment.
Rehabilitation Act of 1973
Section 503 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disabilities and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job.
Section 504 of the Rehabilitation Act of 1973
Section 504 prohibits discrimination on the basis of disability in any program or activity receiving or benefiting from Federal financial assistance.
Vietnam Era and Special Disabled Veterans
38 U.S.C. 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 prohibits job discrimination and requires affirmative action to employ and advance in employment qualified Vietnam era veterans and qualified special disabled veterans.
C. Retaliation
Retaliation against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice is prohibited by all of these Federal laws.
At The University of Texas at Austin, any person who believes he or she has been discriminated against based on the reasons listed above should immediately contact:
Linda Millstone
Associate Vice President for Institutional Equity and Workforce Diversity
The University of Texas at Austin
Equal Opportunity Services
North Office Building A, Suite 4.302
Austin, Texas 78713-7609
Phone: 512-471-1849
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