EEO GUIDANCE, Inc.

CALL 812-284-2993  or email us:  Cdawson@eeoguidance.com

Employer is a federal government agency

You are required to have:

An all inclusive list of federal legal requirements can be found on the EEOC website at: 

CLICK HERE:   http://www.eeoc.gov/laws/statutes/index.cfm


A written Affirmative Employment Plan for Minorities/Women/Individuals with Disabilities.

Compliance with
Management Directive 110

(EEO Policies and Procedures) -
EEOC Regulations at Title 29 CFR Part 1614


Sexual orientation discrimination under Executive Order 13087

Mandatory EEO Counselor Training for EEO Counselors (32 hours before assuming duties), and at least 8 hrs. of continuing EEO counseling training every year (Note: EEO education and training for all employees in federal sector is vitally important, per MD-110-Chapter 2)

Alternate Dispute Resolution (ADR) Act of 1996- requiring an ADR Program be established for all federal agencies

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin - written AEP required


Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)


The Pregnancy Discrimination Act

Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination

Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older

Rehabilitation Act of 1973, as amended, which prohibits discrimination on the basis of mental and physical disabilities, as well as retaliation for exercising rights under the Act. Specifically, Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government - written AEP required

Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
Note: The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. There are other federal laws, not enforced by EEOC, also prohibit discrimination and reprisal against federal employees and applicants.

Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions. 5 U.S.C. 2302. The CSRA prohibits any employee who has authority to take certain personnel actions from discriminating for or against employees or applicants for employment on the bases of race, color, national origin, religion, sex, age or disability. It also provides that certain personnel actions can not be based on attributes or conduct that do not adversely affect employee performance, such as marital status and political affiliation. The Office of Personnel Management (OPM) has interpreted the prohibition of discrimination based on conduct to include discrimination based on sexual orientation.

Executive Order 11478, as amended by EO 13087 (May 28, 1998) Sexual Orientation Discrimination Regulations


Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)

If you have any questions regarding your EEO or Affirmative Action obligations, contact
EEO GUIDANCE, Inc.®

 
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