Equal Employment Opportunity (EEO) & Affirmitive Action (AA) Laws
Original Download from cincinnatistate.edu - reproduced here for your convenience
Adapted from information published by Vanderbilt University
Americans with Disabilities Act of 1990 (ADA)
Guarantees equal opportunity in employment, public accommodations, transportation, state and local government services, and telecommunications for individuals with disabilities. This provision is based on the Civil Rights Act of 1964 and Section 504 of the Rehabilitation Act of 1973. On July 26, 1992, the Act became applicable to businesses employing twenty-five or more persons and on July 26, 1994, it became applicable to employers of fifteen or more. The ADA is enforced by several agencies depending on the individual provision. Employment provisions are enforced by the U.S. Equal Employment Opportunity Commission.
ADA Amendments Act of 2008 (ADAAA)
The ADAAA emphasizes that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA and generally shall not require extensive analysis. Employment provisions are enforced by the U.S. Equal Employment Opportunity Commission.
Sections 503 and 504 of the Rehabilitation Act of 1973
Section 503 requires any employer with a federal contract of $2,500 or more to take affirmative action to employ and advance in employment qualified disabled persons. Section 503 is enforced by the Office of Federal Contract Compliance Programs and the U.S. Department of Labor. Section 504 prohibits discrimination against qualified disabled persons in programs or activities receiving federal financial assistance. Section 504 is enforced by the Office for Civil Rights and the U.S. Department of Education.
Pregnancy Discrimination Act of 1978 (PDA)
Prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions. Women who are affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. The PDA is enforced by the U.S. Equal Employment Opportunity Commission.
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Protects service members' reemployment rights when returning from a period of service in the uniformed services, including those called up from the reserves or National Guard, and prohibits employer discrimination based on military service or obligation. The USERRA is enforced by the U.S. Department of Labor's Veterans' Employment and Training Service.
Vietnam Era Veterans Readjustment Assistant Act of 1974 (VEVRA)
Requires any employer with a federal contract of $10,000 or more to take affirmative action to employ and advance in employment-qualified veterans with disabilities and veterans of the Vietnam Era. The VEVRA is enforced by the U.S. Department of Labor's Veterans' Employment and Training Service.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
Prohibits discrimination in health coverage and in employment based on genetic information. The Departments of Labor, Health and Human Services and the Treasury have responsibility for issuing regulations for Title I of GINA, which addresses the use of genetic information in health insurance. The U.S. Equal Employment Opportunity Commission enforces Title II of GINA (dealing with genetic discrimination in employment)
Adapted from information published by Vanderbilt University
Americans with Disabilities Act of 1990 (ADA)
Guarantees equal opportunity in employment, public accommodations, transportation, state and local government services, and telecommunications for individuals with disabilities. This provision is based on the Civil Rights Act of 1964 and Section 504 of the Rehabilitation Act of 1973. On July 26, 1992, the Act became applicable to businesses employing twenty-five or more persons and on July 26, 1994, it became applicable to employers of fifteen or more. The ADA is enforced by several agencies depending on the individual provision. Employment provisions are enforced by the U.S. Equal Employment Opportunity Commission.
ADA Amendments Act of 2008 (ADAAA)
The ADAAA emphasizes that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA and generally shall not require extensive analysis. Employment provisions are enforced by the U.S. Equal Employment Opportunity Commission.
Sections 503 and 504 of the Rehabilitation Act of 1973
Section 503 requires any employer with a federal contract of $2,500 or more to take affirmative action to employ and advance in employment qualified disabled persons. Section 503 is enforced by the Office of Federal Contract Compliance Programs and the U.S. Department of Labor. Section 504 prohibits discrimination against qualified disabled persons in programs or activities receiving federal financial assistance. Section 504 is enforced by the Office for Civil Rights and the U.S. Department of Education.
Pregnancy Discrimination Act of 1978 (PDA)
Prohibits discrimination on the basis of pregnancy, childbirth or related medical conditions. Women who are affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations. The PDA is enforced by the U.S. Equal Employment Opportunity Commission.
Uniformed Services Employment and Reemployment Rights Act (USERRA)
Protects service members' reemployment rights when returning from a period of service in the uniformed services, including those called up from the reserves or National Guard, and prohibits employer discrimination based on military service or obligation. The USERRA is enforced by the U.S. Department of Labor's Veterans' Employment and Training Service.
Vietnam Era Veterans Readjustment Assistant Act of 1974 (VEVRA)
Requires any employer with a federal contract of $10,000 or more to take affirmative action to employ and advance in employment-qualified veterans with disabilities and veterans of the Vietnam Era. The VEVRA is enforced by the U.S. Department of Labor's Veterans' Employment and Training Service.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
Prohibits discrimination in health coverage and in employment based on genetic information. The Departments of Labor, Health and Human Services and the Treasury have responsibility for issuing regulations for Title I of GINA, which addresses the use of genetic information in health insurance. The U.S. Equal Employment Opportunity Commission enforces Title II of GINA (dealing with genetic discrimination in employment)