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Office of Diversity and Inclusion (ODI)

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Laws

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)

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) See also: Civil Rights Act of 1991 below

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)

Architectural Barriers Act of 1968 requires that buildings and facilities be accessible (i.e. Entrances, Doors & Gates) to individuals 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)

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)

The Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act of 1964 to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. (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)

Older Workers Benefit Protection Act of 1990 amends the Age Discrimination in Employment Act of 1967 to clarify the protections given to older individuals in regard to employee benefit plans, and for other purposes. (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; codifying 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)

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.

The Genetic Information Nondiscrimination Act of 2008 prohibits the improper use of genetic information in health insurance and employment. The Act prohibits group health plans and health insurers from denying coverage to a healthy individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future. The legislation also bars employers from using individuals' genetic information when making hiring, firing, job placement, or promotion decisions. (Provided by EEOC)

Civil Liberties, Civil Rights, Equal Opportunity and Discrimination, about 50 laws and major regulations in EO topic areas, maintained by Fedlaw at GSA. (Provided by GSA)