Frequently Asked Questions

What is Title VII of the Civil Rights Act of 1964? 

Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. §2000e, et seq., prohibits discrimination in employment on the basis of race, sex, national origin and religion. It also is unlawful under the Act for an employer to take retaliatory action against any individual for opposing employment practices made unlawful by Title VII or for filing a discrimination charge or for testifying or assisting or participating in an investigation, proceeding, or hearing under Title VII.

Who is responsible for enforcing Title VII of the Civil Rights Act of 1964?

The Equal Employment Opportunity Commission (EEOC) enforces Title VII against private employers and the Employment Litigation Section, Civil Rights Division, U.S. Department of Justice enforces Title VII against state and local government employers. However, individuals who believe that they have been victims by any employer of discrimination prohibited by Title VII must file a charge of discrimination with the EEOC in order to protect their rights. The EEOC is responsible for investigating individual charges of discrimination alleging a violation of Title VII.




What is Title I of the Americans with Disabilities Act?

Title I of the Americans with Disabilities Act of 1990 (the "ADA"), as amended, 42 U.S.C. §12111, et seq., prohibits discrimination in employment against a qualified individual with a disability because of the disability. It also is unlawful under the Act for an employer to take retaliatory action against any individual for opposing employment practices made unlawful by the ADA or for filing a discrimination charge or for testifying or assisting or participating in an investigation, proceeding, or hearing under the ADA. Title I of the ADA designates the EEOC as the federal agency primarily responsible for investigating individual charges of discrimination under the Act. If you believe that you have been discriminated against in employment in violation of the ADA, you should contact the EEOC. The Americans with Disabilities Act Home Page contains useful information about the entire ADA, as does the following number: 1-800-514-0301; 1-800-514-0383 (TDD).

Who is responsible for enforcing Title I of the Americans with Disabilities Act?

The Equal Employment Opportunity Commission (EEOC) enforces Title I of the ADA against private employers and the Disability Rights Section, Civil Rights Division, U.S. Department of Justice enforces Title I of the ADA against state and local government employers. Title I of the ADA designates the EEOC as the federal agency primarily responsible for investigating individual charges of discrimination under the Act. If you believe that you have been discriminated against in employment by any employer in violation of the ADA, you should contact the EEOC. The Americans with Disabilities Act Home Page contains useful information about the entire ADA, as does the following number: 1-800-514-0301; 1-800-514-0383 (TDD).

What is the Age Discrimination In Employment Act?

The Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. § 621, et seq. (the "ADEA"), prohibits discrimination in employment on the basis of age with respect to individuals who are 40 years of age or older. Congress has designated the EEOC as the federal agency responsible for investigating individual charges of discrimination under the ADEA. If you believe that you have been discriminated against in violation of the ADEA, you should contact the EEOC to find out whether you may file a charge.

What is Title VI of the Civil Rights Act of 1964?

Title VI of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000d, et seq. ("Title VI"), prohibits discrimination on the basis of race, color or national origin in any program or activity receiving federal financial assistance. Title VI confers primary responsibility for the enforcement of its provisions on those federal agencies extending financial assistance to the program or activity. The federal agency that extends the financial assistance can be contacted to find out how you may file a complaint under Title VI.

What is the Rehabilitation Act of 1973?

Section 501 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. §791, ("Section 501"), requires departments and agencies of the federal government to have an affirmative action program plan for the hiring, placement, and advancement of individuals with disabilities. The Department of Justice does not have authority under that Act to investigate the employment practices of other departments or agencies of the federal government. The procedure for filing a charge of employment discrimination against a department or agency of the federal government is to contact an equal employment opportunity officer at that agency who is authorized to receive and investigate such a charge.

Section 503 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. §793, ("Section 503"), requires contractors with the federal government to take affirmative action to employ and advance in employment qualified individuals with disabilities. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) is the federal agency responsible for investigating individual charges of discrimination under Section 503.

Section 504 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. §794, ("Section 504"), prohibits discrimination on the basis of disability in any program or activity receiving federal financial assistance. Section 504 confers primary responsibility for the enforcement of its provisions on those federal agencies extending financial assistance to the program or activity.

What is the Omnibus Crime Control and Safe Streets Act of 1968?

Recipients of federal funding for law enforcement under the Omnibus Crime Control and Safe Streets Act of 1968, as amended, 42 U.S.C. § 3789d, are prohibited by that statute from discriminating on the basis of race, color, religion, national origin, or sex in any program or activity receiving federal financial assistance. Primary responsibility for the enforcement of the anti-discrimination provision of the Act rests with the Office for Civil Rights of the Office of Justice Programs in the Department of Justice. This office may be reached at (202) 307-0690.

What is the Vietnam Era Veterans' Readjustment Assistance Act of 1974?

Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. §4212, ("VEVRAA"), requires contractors with the federal government to take affirmative action to employ and advance in employment qualified disabled and Vietnam era veterans. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) is the federal agency responsible for investigating individual charges of discrimination under the VEVRAA.

What is the Uniformed Services Employment and Reemployment Rights Act?

The Uniformed Services Employment and Reemployment Rights Act seeks to ensure that members of the uniformed services are entitled to return to their civilian employment upon completion of their active duty military service. The National Committee for Employer Support of the Guard and Reserve (ESGR) is an agency within the Office of the Assistant Secretary of Defense for Reserve Affairs. It was established in 1972 to promote cooperation and understanding between Reserve component members and their civilian employers and to assist in the resolution of conflicts arising from an employee's military commitment. Any questions regarding uniformed service employment rights should be addressed to the ESGR at (800) 336-4590.

What is Executive Order 11246?

Executive Order 11246, as amended, prohibits discrimination in employment by contractors with the federal government on the basis of race, color, sex, religion, or national origin. The Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor is the federal agency responsible for investigating individual charges of discrimination under Executive Order 11246.



DISCLAIMER:
 
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. I invite you to contact me and welcome your calls, letters and electronic mail. Contacting me does not create an attorney-client relationship. Please do not send any confidential information to me until such time as an attorney-client relationship has been established.


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