Federal Equal Employment Opportunity Laws
In addition to the above federal laws, the State of Ohio has enacted laws prohibiting discrimination on the basis or race, religion, sex, national origin, age or disability.
The Equal Pay Act of 1963
Part of the Fair Labor Standards Act, it forbids pay differentials on the basis of sex.
Civil Rights Act of 1964 and the 1972 Amendments
Title VII of this act bans all discrimination because of race, color, religion, sex, or national origin. The employer is held responsible for any discrimination within the employer's organization. The 1972 Amendment established the Equal Employment Opportunity Commission (EEOC) with power to conciliate differences between employers and employees. Applies to employers with 15 or more employees.
Executive Order (E.O.) 11246
This 1965 order requires that every government contract or subcontract involving $10,000 or more contain a clause against discrimination because of race, color, religion, sex or national origin. It let to the birth of Affirmative Action Programs.
Age Discrimination in Employment Act (ADEA) of 1967
It bans discrimination due to age for anyone 40 to 70 years of age and covers the same employees covered by Title VII. Applies to employers with 20 or more employees.
Revised Order No. 4 (to E.O. 11246)
This 1970 revision requires a written affirmative action program (AAP) be developed and implemented for contractors and subcontractors with 50 or more employees and a governmental contract of $50,000 or more. An AAP is a set of specific and result oriented procedures to which an organization must commit in order to insure equal employment opportunity. This executive order is enforced by the Labor Department's Office of Federal Contract Compliance Programs (OFCCP).
Rehabilitation Act of 1973
Section 503 requires that an employer with a federal contract of $2,500 or more must take affirmative action to hire and promote disabled persons. Those with federal contracts of $50,000 or more must have a written affirmative action program for the disabled. The Office of Federal Contract Compliance Programs enforces Section 503. Section 504 prohibits discrimination against “qualified” individuals with disabilities by programs or activities that receive federal funds.
Veterans' Readjustment Act of 1974
Section 402 states that any employer with a federal contract of $10,000 or more is required to take affirmative action to employ and promote qualified disabled veterans and veterans of the Vietnam Era. Contractors with a contract of $50,000 or more and 50 or more employees must also have a written affirmative action program for disabled and Vietnam Era veterans.
Immigration Reform and Control Act of 1986
This statute prohibits employers of four or more workers from discrimination on the basis of citizenship status or national origin. The act's anti-discrimination provisions do not apply to illegal aliens and there are exemptions where citizenship is required by law.
Americans with Disabilities Act (ADA) of 1990
This act prohibits discrimination based on disabilities in areas of employment, public accommodations, government services, transportation and telecommunications. It covers employers with 15 or more employees.
Family and Medical Leave Act (FMLA) of 1993
Requires employers with 50 or more workers to provide unpaid, job protected leave of up to 12 weeks per year to care for a newborn or newly placed adopted or foster child; to care for a seriously ill child, spouse or parent; or because of the employee's own illness. The law prohibits discrimination against employees who exercise their leave rights.
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