Laws and Regulations
These links will take you to specific equal employment opportunity
laws and regulations, and to sites where you can search for employment
laws and regulations. These laws and regulations have been interpreted
through numerous court decisions, and enforcement agency opinions,
that you must consider to understand the current law on particular
issues. The descriptions following the links below provide only
a brief summary of each law, regulation, or site. You must examine
the linked material to learn the specific provisions and coverage
of the laws and regulations.
United States of America
Prohibits employment discrimination because of race, color,
sex, national origin, and religion. Prohibits retaliation for
opposing discrimination, filing a complaint, or participating
in a related proceeding.
Prohibits employment discrimination because of age against
persons age 40 and older. Prohibits retaliation for opposing age
discrimination, filing a complaint, or participating in a related
proceeding. This law was amended by the Older Workers Benefit
Protection Act which sets minimum criteria that must be satisfied
before a waiver of any ADEA right is considered a "knowing
and voluntary" waiver.
Prohibits employment discrimination because of: mental and
physical disabilities that substantially limit a major life activity;
or having a record of a disability; or being regarded as having
a disability. Requires reasonable accommodation of mental and
physical disabilities.
Provides for the recovery of compensatory and punitive damages
in actions under Title VII and the Americans With Disabilities
Act, and addresses other aspects of discrimination law, including
disparate impact claims, mixed motive cases, seniority systems,
coverage of U. S. citizens employed abroad by American corporations,
and expert witness fees.
Prohibits wage differentials based on sex for jobs that require
equal skill, effort, and responsibility, and are performed under
similar working conditions in the same establishment ("equal
pay for equal work").
Prohibits employment discrimination against disabled persons
who are employed by federal government agencies, federal contractors,
and recipients of federal financial assistance. Requires federal
contractors to use affirmative action in recruiting and employing
disabled persons.
Provides that eligible employees may take up to 12 weeks of
leave during a 12-month period if an employee's serious health
condition makes the employee unable to perform the essential functions
of their job; or to care for a newborn or adopted child; or to
care for the employee's spouse, child, or parent who has a serious
helath condition.
Regulations of the U. S. Equal Employment
Opportunity Commission that describe its handling of charges of
employment discrimination, and its positions on legal issues.
These regulations describe the new process for handling employment
discrimination complaints made by employees of most federal government
agencies.
This executive order, and others administered by the U. S. Department of Labor, Office
of Federal Contract Compliance Programs, require non-discrimination and reporting by
federal government contractors and subcontractors.
Regulations applicable to federal government contractors regarding
non-discrimination in employment, affirmative action, and compliance
reviews.
Federal statutes that protect civil rights, including Sections
1981, 1981a, and 1983.
Discrimination against aliens authorized to work, or discrimination
in favor of authorized alien workers, is unlawful for farm employers
with four or more employees.
Guidelines issued jointly by the U. S. Equal Employment Opportunity
Commission, the Department of Labor, and the Department of Justice
on discrimination in employee selection procedures.
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