Equal Employment Opportunity is
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions,
employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN GENETICS
T itle VII of the Civil Rights Act of 1964, as amended, protects applicants and Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, and employees from discrimination based on genetic information in hiring,
job training, classification, referral, and other aspects of employment, on the basis promotion, discharge, pay, fringe benefits, job training, classification, referral, and
of race, color, religion, sex (including pregnancy), or national origin. Religious other aspects of employment. GINA also restricts employers’ acquisition of genetic
discrimination includes failing to reasonably accommodate an employee’s religious information and strictly limits disclosure of genetic information. Genetic information
practices where the accommodation does not impose undue hardship. includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other RETALIATION
aspects of employment. Disability discrimination includes not making reasonable All of these Federal laws prohibit covered entities from retaliating against a
accommodation to the known physical or mental limitations of an otherwise qualified person who files a charge of discrimination, participates in a discrimination
individual with a disability who is an applicant or employee, barring undue hardship. proceeding, or other wise opposes an unlawful employment practice.
AGE WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
The Age Discrimination in Employment Act of 1967, as amended, protects There are strict time limits for filing charges of employment discrimination. To
applicants and employees 40 years of age or older from discrimination based on preserve the ability of EEOC to act on your behalf and to protect your right to file a
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, private lawsuit, should you ultimately need to, you should contact EEOC promptly
referral, and other aspects of employment. when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-***-****
(toll-free) or 1-800-***-**** (toll-free TTY number for individuals with hearing
impairments). EEOC field office information is available at www.eeoc.gov or
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
in most telephone directories in the U.S. Government or Federal Government
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
section. Additional information about EEOC, including information about charge
the payment of wages to women and men performing substantially equal work,
filing, is available at www.eeoc.gov.
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal government contract or subcontract
are protected under Federal law from discrimination on the following bases:
three years of discharge or release from active duty), other protected veterans
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis (veterans who served during a war or in a campaign or expedition for which a
of race, color, religion, sex or national origin, and requires affirmative action to campaign badge has been authorized), and Armed Forces service medal veterans
ensure equality of opportunity in all aspects of employment. (veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified RETALIATION
individuals from discrimination on the basis of disability in hiring, promotion, Retaliation is prohibited against a person who files a complaint of discrimination,
discharge, pay, fringe benefits, job training, classification, referral, and participates in an OFCCP proceeding, or otherwise opposes discrimination
other aspects of employment. Disability discrimination includes not making under these Federal laws.
reasonable accommodation to the known physical or mental limitations of an
Any person who believes a contractor has violated its nondiscrimination or
otherwise qualified individual with a disability who is an applicant or employee,
affirmative action obligations under the authorities above should contact
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.
The Office of Federal Contract Compliance Programs (OFCCP), U.S.
Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,
AND ARMED FORCES SERVICE MEDAL VETERANS
contacted by e-mail at firstname.lastname@example.org, or by calling an OFCCP regional
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
or district office, listed in most telephone directories under U.S. Government,
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
Department of Labor.
and advance in employment disabled veterans, recently separated veterans (within
Programs or Activities Receiving Federal Financial Assistance
RACE, COLOR, NATIONAL ORIGIN, SEX INDIVIDUALS WITH DISABILITIES
In addition to the protections of Title VII of the Civil Rights Act of 1964, as Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment
amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of disability in any program or activity which receives
discrimination on the basis of race, color or national origin in programs or Federal financial assistance. Discrimination is prohibited in all aspects of
activities receiving Federal financial assistance. Employment discrimination employment against persons with disabilities who, with or without reasonable
is covered by Title VI if the primary objective of the financial assistance is accommodation, can perform the essential functions of the job.
provision of employment, or where employment discrimination causes or may
If you believe you have been discriminated against in a program of any
cause discrimination in providing services under such programs. Title IX of the
institution which receives Federal financial assistance, you should immediately
Education Amendments of 1972 prohibits employment discrimination on the
contact the Federal agency providing such assistance.
basis of sex in educational programs or activities which receive Federal financial
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)