Title VII of the Civil Rights Act of 1964, 42 U.S.C. Part 2000e- prohibits employment discrimination based on race, color, religion, sex, or national origin.
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 actions, and for other purposes.
Notification and Federal Employment Anti-discrimination and Retaliation Act of 2002 ( No Fear)- requires that federal agencies be accountable for violations of anti-discrimination 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 agencies, and for other purposes.
Rehabilitation Act, 29 U.S.C. Part 791- sections 501 and 505 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.
Age Discrimination in Employment Act, 20 U.S.C. Part 621- (ADEA) 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.
Equal Pay Act, 29 U.S.C. Part 206(d)-protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
Administrative Dispute Resolution Act of 1996, 5 U.S.C. Part 571- defines "alternative" as a means of dispute resolution used to resolve controversial issues, including, but not limited to, conciliation, facilitation, mediation, fact-finding, mini-trials, arbitration, and use of ombudsmen, or any combination thereof.
Alternative Dispute Resolution Act of 1998, 28 U.S.C. Part 651- further refines the alternative dispute resolution process to include any process of 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, min-trials and and arbitration as provided in sections 654 through 658.
29 C.F.R. Part 1614- is the basic EEOC guidelines on the management of the EEO program and the EEO complaint process.
EEOC Management Directive-110 (November 1999)- is the EEOC technical manual for managing and implementing the EEO complaint process.
EEOC Management Directive 715- is the EEOC guidelines for affirmative employment and affirmative action programs for persons with disabilities. This management directive also provides guidance on program management. This MD replaces MD 712, MD 713 and MD 714.
EEOC Laws and Regulations Index- This is the listing of US Code of Regulations (CFR) that pertain to EEO program management.
Prohibited Personnel Practices- are the prohibited Human Resources management actions that apply to managers in the federal sector.
Merit Principles- are the Human Resources guidelines for managers that define the operational philosophy for the management of employee programs.
Uniform Selection Guidelines- are guidelines for analyzing EEO data as well as detail implementation instruction for the management of the employee referral and selection process.
