Service Training

THE LAW

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,

DISABILITY

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

SEX (WAGES)

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

immediately:

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,

20210, 1-800-***-**** (toll-free) or 202-***-**** (TTY). OFCCP may also be

AND ARMED FORCES SERVICE MEDAL VETERANS

contacted by e-mail at *****-******@***.***, 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

assistance.

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)

Contact this candidate