EEO Laws and EEOC Regulations
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Title VII
of the Civil Rights Act of 1964, 42 U.S.C.
§2000e
prohibits employment discrimination based on race, color,
religion, sex, or national origin.
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The Civil
Rights Act of 1991
Amends the Civil Rights Act of 1964 to strengthen and
improve Federal civil rights laws, to provide for damages
in cases of intentional employment discrimination, to
clarify provisions regarding disparate impact actions,
and for other purposes. It also provides monetary damages
in cases of intentional employment discrimination
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Notification and Federal Employee Antidiscrimination and
Retaliation Act of 2002 (NO FEAR)
Requires that Federal agencies be accountable for
violations of antidiscrimination and whistleblower
protection laws; to require that each Federal agency post
quarterly on its public Web site, certain statistical
data relating to Federal sector equal employment
opportunity complaints filed with such agency; and for
other purposes
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Notification
and Federal Employee Antidiscrimination and Retaliation
Act of 2002 Section III Instructions (NO FEAR)
Is EEOC’s instructions to agencies on the
implementation of the NOFEAR Act
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Rehabilitation
Act, 29 U.S.C. §791
Sections 501, 502, 504, 508 of the Rehabilitation Act of
1973 makes it illegal to discriminate against federal
employees and applicants for employment based on
disability. Federal agencies are required to make
reasonable accommodations to the known physical and
mental limitations of qualified employees or applicants
with disabilities. See The
Army’s 508 site for guidelines
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Age
Discrimination in Employment Act, 29 U.S.C.
§621
(ADEAA) protects individuals who are 40 years of age or
older by prohibiting age discrimination in hiring,
discharge, pay, promotions, and other terms and
conditions of employment
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Equal Pay
Act, 29 U.S.C. § 206(d)
men and women who perform substantially equal work in
the same establishment from sex-based wage
discrimination
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Administrative
Dispute Resolution Act of 1996, 5 U.S.C.
§571
Defines Alternative as a means of dispute resolution
means any procedure that is used to resolve issues in
controversy, including, but not limited to, conciliation,
facilitation, mediation, fact-finding, mini-trials,
arbitration, and use of ombuds, or any combination
thereof
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Alternative
Dispute Resolution Act of 1998, 28 U.S.C.
§651
Futher refines An alternative dispute resolution process
to include any process or procedure, other than an
adjudication by a presiding judge, in which a neutral
third party participates to assist in the resolution of
issues in controversy, through processes such as early
neutral evaluation, mediation, mini-trial, and
arbitration as provided in sections 654 through 658
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29
C.F.R. Part 1614
is the basic EEOC guidelines on the management of the
EEO program and the EEO complaint process
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EEOC
Management Directive-110 (Nov. 1999)
is the EEOC technical manual for managing and
implementing the EEO complaint process
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EEOC
Management Directive 715
is the EEOC guidelines for Affirmative Employement and
Affirmative Action programs for persons with
disabilities. This management directive also provides
guidance on program management. This MD replaces MD 712,
MD 713, MD 714
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EEOC
Laws and Regulations Index
This is the listing of US Code of Regulations (CFR) that
pertain to EEO program management
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Prohibited Personnel
Practices
Are a list of prohibited HR management actions that
apply to managers in the Federal sector
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Merit
Principles
Are the HR guidelines for managers and define the
operational philopsohy of the management of employee
programs
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Uniform
Selection Guidelines
are guidelines for analyzing EEO data as well as detail
implementation instructions for the management of the
employee referral and selection process
Click here additional
information on these federal laws.
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