Equal Employment Laws and Regulations

 

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Abbreviated List of Significant EEO Related Laws

 

Essential to any discussion of equal employment opportunity is a review of key legislation and regulations governing employers, employment, personnel policies, procedures, and practices.

A brief review of the major pieces of legislation follows.

1. The Equal Pay Act of 1963 was intended to remove pay differentials between males and females performing the same or similar work at the same facility.

2. Title VII of the Civil Rights Act was enacted in 1964 and made it unlawful to discriminate in employment based upon race, color, religion, sex, or national origin. The Act also established the Equal Employment Opportunity Commission to implement and enforce the Act.

3. Executive Order 11246 of 1964, as amended by EO 11375, (Amended EO 11246 as published by the Office of Federal Contract Compliance Programs ) has the full force of federal law. It is directed to government agencies and requires federal contractors to develop affirmative action plans to ensure equal employment opportunity.

4. Age Discrimination in Employment Act of 1967 prohibits discrimination in terms and conditions of employment for persons 40 years of age and older.

5. Title IX of the 1972 Higher Education Amendments prohibits discrimination on the basis of sex in programs receiving federal financial assistance.

6. The Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) of 1974 requires affirmative action for qualified disabled veterans and veterans from the Vietnam era.

7. The Rehabilitation Act of 1973

   • Section 503requires affirmative action and prohibits employment discrimination by federal government contractors, receiving contracts of more than $10,000.

   • Section 504-- applicable to programs that receive federal financial assistance-- extends civil rights to people with disabilities. This legislation requires reasonable accommodation for employees with disabilities and program accessibility in relation to both students and employees.

   • Section 508requires federal electronic and information technology to be accessible to people with disabilities.

8. The Americans with Disabilities Act of 1990 provides individuals with disabilities access to employment, public accommodation, public service, transportation and telecommunication. "Reasonable Accommodations" must be provided to eliminate barriers within these areas.

9. CSUF 2023 Affirmative Action Plan

   • The Office of Human Resources is responsible for establishing and maintaining an Affirmative Action Plan (AAP) that is updated annually in accordance with federal regulations. The process of completing this plan gives us an opportunity to review the University’s action-oriented programs and placement goals for equal and identify areas where we can ensure equal opportunity practices.

   • To obtain a physical copy of the AAP, visit Human Resources, Diversity & Inclusion CP-700. 

 

The CA Fair Employment and Housing Act and the CA Unruh Civil Rights Act prohibit sexual harassment. CSUF policies-- UPS 240.100 Sexual Harassment Policy and UPS 240.200 Policy on Amorous or Sexual Relationships Between Staff and Students-- require the campus to maintain a working and learning environment free from sexual harassment for students, employees, applicants and visitors.