[et_pb_section admin_label=”section”][et_pb_row admin_label=”row”][et_pb_column type=”4_4″][et_pb_text admin_label=”Text” background_layout=”light” text_orientation=”left” use_border_color=”off” border_color=”#ffffff” border_style=”solid” custom_css_main_element=”p {|| text-align:center;|| margin-bottom:-53px;|| margin-top:0px;|| margin-right:0px;|| text-indent:0px;|| direction:ltr||}||span {|| font-family:’Century Old Style’,’Century Old Style’,serif;|| font-size:28.3pt;|| font-style:normal;|| font-weight:normal||}||.Part {|| text-align:left;|| margin-bottom:0px;|| margin-top:0px;|| margin-right:0px;|| text-indent:0px;|| direction:ltr||}||h1 {|| text-align:center;|| margin-bottom:15px;|| margin-top:0px;|| margin-right:0px;|| text-indent:0px;|| direction:ltr||}||.Sect {|| text-align:left;|| margin-bottom:0px;|| margin-top:0px;|| margin-right:0px;|| text-indent:0px;|| direction:ltr||}||h3 {|| text-align:center;|| margin-bottom:12px;|| margin-top:0px;|| margin-right:0px;|| text-indent:0px;|| direction:ltr||}”]<\/p>\n
Equal Employment Opportunity is<\/span> <\/p>\n Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations<\/span> RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN <\/span><\/p>\n Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination DISABILITY Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified AGE The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years SEX (WAGES) <\/span><\/p>\n In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the GENETICS Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from RETALIATION All of these Federal laws prohibit covered entities from retaliating against a person who files a charge WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED <\/span><\/p>\n There are strict time limits for filing charges of employment discrimination. To \n<\/div>\n RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN <\/span><\/p>\n Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex INDIVIDUALS WITH DISABILITIES <\/span><\/p>\n Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS The Vietnam Era Veterans\u2019 Readjustment Assistance Act of 1974, as amended, 38 U.S.C. RETALIATION Retaliation is prohibited against a person who files a complaint of discrimination, participates in an RACE, COLOR, NATIONAL ORIGIN, SEX <\/span><\/p>\n In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil INDIVIDUALS WITH DISABILITIES <\/span><\/p>\n Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discriminationon <\/p>\n<\/div>\n EEOC 9\/02 and OFCCP 8\/08 Versions Useable With 11\/09 Supplement EEOC-P\/E-1 (Revised 11\/09) <\/span><\/p>\n<\/div>\n <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private employers, state and local governments, educational institutions,employment agencies and labor organizations are protected under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":91,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Equal Employment Opportunity Private RACE, Title VII of the Civil Rights DISABILITY Title I and Title V of the AGE The Age Discrimination in SEX In addition to sex \u00a0<\/p> GENETICS Title II of the Genetic RETALIATION All of these Federal laws WHAT There Applicants RACE, Executive Order 11246, as \u00a0<\/p> INDIVIDUALS Section \u00a0<\/p> DISABLED, The \u00a0<\/p> RETALIATION Retaliation is prohibited RACE, In addition to the protections \u00a0<\/p> INDIVIDUALS Section 504 of the \u00a0<\/p><\/div> EEOC \u00a0<\/p>","_et_gb_content_width":"","footnotes":""},"class_list":["post-339","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/pages\/339","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/comments?post=339"}],"version-history":[{"count":6,"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/pages\/339\/revisions"}],"predecessor-version":[{"id":1709,"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/pages\/339\/revisions\/1709"}],"up":[{"embeddable":true,"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/pages\/91"}],"wp:attachment":[{"href":"https:\/\/www.suprtek.com\/index.php\/wp-json\/wp\/v2\/media?parent=339"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n
\n<\/span><\/p>\nTHE LAW<\/span><\/h1>\n
\n<\/span>Applicants to and employees of most private employers, state and local governments, educational institutions,<\/span>employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:<\/span>
\n<\/span><\/p>\n
\nin hiring, promotion, discharge, pay, fringe benefits, job training,
\nclassification, referral, and other aspects of employment, on the basis of race,
\ncolor, religion, sex (including pregnancy), or national origin. Religious
\ndiscrimination includes failing to reasonably accommodate an employee\u2019s
\nreligious practices where the accommodation does not impose undue hardship.
\n<\/span><\/p>\n
\n<\/span><\/p>\n<\/div>\n
\nindividuals from discrimination on the basis of disability in hiring, promotion,
\ndischarge, pay, fringe benefits, job training, classification, referral, and
\nother aspects of employment. Disability discrimination includes not making
\nreasonable accommodation to the known physical or mental limitations of an
\notherwise qualified individual with a disability who is an applicant or
\nemployee, barring undue hardship. <\/span><\/p>\n
\n<\/span><\/p>\n
\nof age or older from discrimination based on age in hiring, promotion,
\ndischarge, pay, fringe benefits, job training, classification, referral, and
\nother aspects of employment. <\/span><\/p>\n
\nEqual Pay Act of 1963, as amended, prohibits sex discrimination in the payment
\nof wages to women and men performing substantially equal work, in jobs that
\nrequire equal skill, effort, and responsibility, under similar working
\nconditions, in the same establishment. <\/span><\/p>\n
\n<\/span><\/p>\n
\ndiscrimination based on genetic information in hiring, promotion, discharge,
\npay, fringe benefits, job training, classification, referral, and other aspects
\nof employment. GINA also restricts employers\u2019 acquisition of genetic information
\nand strictly limits disclosure of genetic information. Genetic information
\nincludes information about genetic tests of applicants, employees, or their
\nfamily members; the manifestation of diseases or disorders in family members
\n(family medical history); and requests for or receipt of genetic services by
\napplicants, employees, or their family members. <\/span><\/p>\n
\n<\/span><\/p>\n
\nof discrimination, participates in a discrimination proceeding, or otherwise
\nopposes an unlawful employment practice. <\/span><\/p>\n
\npreserve the ability of EEOC to act on your behalf and to protect your right to
\nfile a private lawsuit, should you ultimately need to, you should contact EEOC
\npromptly when discrimination is suspected: The U.S. Equal Employment Opportunity
\nCommission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY
\nnumber for individuals with hearing impairments). EEOC field office information
\nis available at www.eeoc.gov or in most telephone directories in the U.S.
\nGovernment or Federal Government section. Additional information about EEOC,
\nincluding information about charge filing, is available at www.eeoc.gov.
\n<\/span><\/p>\nEmployers Holding Federal Contracts or Subcontracts <\/span><\/h3>\n
Applicants to and employees of companies with a Federal government contract or subcontract
\nare protected under Federal law from discrimination on the following bases:
\n<\/span><\/h3>\n
\nor national origin, and requires affirmative action to ensure equality of
\nopportunity in all aspects of employment. <\/span><\/p>\n
\nindividuals from discrimination on the basis of disability in hiring, promotion,
\ndischarge, pay, fringe benefits, job training, classification, referral, and
\nother aspects of employment. Disability discrimination includes not making
\nreasonable accommodation to the known physical or mental limitations of an
\notherwise qualified individual with a disability who is an applicant or
\nemployee, barring undue hardship. Section 503 also requires that Federal
\ncontractors take affirmative action to employ and advance in employment
\nqualified individuals with disabilities at all levels of employment, including
\nthe executive level. <\/span><\/p>\n
\n<\/span><\/p>\n
\n4212, prohibits job discrimination and requires affirmative action to employ and
\nadvance in employment disabled veterans, recently separated veterans (within three years of
\ndischarge or release from active duty), other protected veterans (veterans who
\nserved during a war or in a campaign or expedition for which a campaign badge
\nhas been authorized), and Armed Forces service medal veterans (veterans who,
\nwhile on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
\n<\/span><\/p>\n
\n<\/span><\/p>\n
\nOFCCP proceeding, or otherwise opposes discrimination under these Federal
\nlaws.
\nAny person who believes a contractor has violated its nondiscrimination
\nor affirmative action obligations under the authorities above should contact
\nimmediately:
\nThe Office of Federal Contract Compliance Programs (OFCCP),
\nU.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210,
\n1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted
\nby e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district
\noffice, listed in most telephone directories under U.S. Government, Department
\nof Labor. <\/span><\/p>\n<\/div>\n<\/div>\nPrograms or Activities Receiving Federal Financial Assistance <\/span><\/h3>\n
\nRights Act of 1964, as amended, prohibits discrimination on the basis of race,
\ncolor or national origin in programs or activities receiving Federal financial
\nassistance. Employment discrimination is covered by Title VI if the primary
\nobjective of the financial assistance is provision of employment, or where
\nemployment discrimination causes or may cause discrimination in providing
\nservice under such programs . Title IX of the Education Amendments of 1972
\nprohibits employement discrimination on the basis of sex in educational programs
\nor activities which receive Federal financial assistance <\/span><\/p>\n
\nthe basis of disability in any program or activity which receives Federal
\nfinancial assistance. Discrimination is prohibited in all aspects of
\nemployement against persons with disabilities who, with or without reasonable
\naccommodation, can perform the essential functions of the job
\nIf you believe
\nyou have been discriminated against in a program of any institution which
\nreceives Federal financial assistance, you should immediately contact the
\nFederal agency providing such assistance.<\/span><\/p>\n
is<\/span>
<\/span><\/p>THE<\/span><\/h1>
LAW<\/span>
<\/span><\/h1>
Employers, State and Local Governments, Educational Institutions, Employment
Agencies and Labor Organizations<\/span><\/p>
<\/span>Applicants to and employees of
most private employers, state and local governments, educational institutions,
<\/span>
<\/span>employment agencies and labor
organizations are protected under Federal law from discrimination on the
following bases:<\/span>
<\/span><\/p>
COLOR, RELIGION, SEX, NATIONAL ORIGIN <\/span><\/p>
Act of 1964, as amended, protects applicants and employees from discrimination
in hiring, promotion, discharge, pay, fringe benefits, job training,
classification, referral, and other aspects of employment, on the basis of race,
color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee\u2019s
religious practices where the accommodation does not impose undue hardship.
<\/span><\/p>
<\/span><\/p><\/div>
Americans with Disabilities Act of 1990, as amended, protect qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or
employee, barring undue hardship. <\/span><\/p>
<\/span><\/p>
Employment Act of 1967, as amended, protects applicants and employees 40 years
of age or older from discrimination based on age in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. <\/span><\/p>
(WAGES) <\/span><\/p>
discrimination prohibited by Title VII of the Civil Rights Act, as amended, the
Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment
of wages to women and men performing substantially equal work, in jobs that
require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment. <\/span><\/p>
<\/span><\/p>
Information Nondiscrimination Act of 2008 protects applicants and employees from
discrimination based on genetic information in hiring, promotion, discharge,
pay, fringe benefits, job training, classification, referral, and other aspects
of employment. GINA also restricts employers\u2019 acquisition of genetic information
and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their
family members; the manifestation of diseases or disorders in family members
(family medical history); and requests for or receipt of genetic services by
applicants, employees, or their family members. <\/span><\/p>
<\/span><\/p>
prohibit covered entities from retaliating against a person who files a charge
of discrimination, participates in a discrimination proceeding, or otherwise
opposes an unlawful employment practice. <\/span><\/p>
TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED <\/span><\/p>
are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to
file a private lawsuit, should you ultimately need to, you should contact EEOC
promptly when discrimination is suspected: The U.S. Equal Employment Opportunity
Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY
number for individuals with hearing impairments). EEOC field office information
is available at www.eeoc.gov or in most telephone directories in the U.S.
Government or Federal Government section. Additional information about EEOC,
including information about charge filing, is available at www.eeoc.gov.
<\/span><\/p><\/div>Employers
Holding Federal Contracts or Subcontracts <\/span><\/h3>
to and employees of companies with a Federal government contract or subcontract
are protected under Federal law from discrimination on the following bases:
<\/span><\/p>
COLOR, RELIGION, SEX, NATIONAL ORIGIN <\/span><\/p>
amended, prohibits job discrimination on the basis of race, color, religion, sex
or national origin, and requires affirmative action to ensure equality of
opportunity in all aspects of employment. <\/span><\/p>
WITH DISABILITIES <\/span><\/p>
503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or
employee, barring undue hardship. Section 503 also requires that Federal
contractors take affirmative action to employ and advance in employment
qualified individuals with disabilities at all levels of employment, including
the executive level. <\/span><\/p>
RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS
<\/span><\/p>
Vietnam Era Veterans\u2019 Readjustment Assistance Act of 1974, as amended, 38 U.S.C.
4212, prohibits job discrimination and requires affirmative action to employ and
advance in employment disabled veterans, recently separated veterans (within three years of
discharge or release from active duty), other protected veterans (veterans who
served during a war or in a campaign or expedition for which a campaign badge
has been authorized), and Armed Forces service medal veterans (veterans who,
while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
<\/span><\/p>
<\/span><\/p>
against a person who files a complaint of discrimination, participates in an
OFCCP proceeding, or otherwise opposes discrimination under these Federal
laws.
Any person who believes a contractor has violated its nondiscrimination
or affirmative action obligations under the authorities above should contact
immediately:
The Office of Federal Contract Compliance Programs (OFCCP),
U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210,
1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted
by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district
office, listed in most telephone directories under U.S. Government, Department
of Labor. <\/span><\/p><\/div><\/div>Programs
or Activities Receiving Federal Financial Assistance <\/span><\/h3>
COLOR, NATIONAL ORIGIN, SEX <\/span><\/p>
of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil
Rights Act of 1964, as amended, prohibits discrimination on the basis of race,
color or national origin in programs or activities receiving Federal financial
assistance. Employment discrimination is covered by Title VI if the primary
objective of the financial assistance is provision of employment, or where
employment discrimination causes or may cause discrimination in providing
service under such programs . Title IX of the Education Amendments of 1972
prohibits employement discrimination on the basis of sex in educational programs
or activities which receive Federal financial assistance <\/span><\/p>
WITH DISABILITIES <\/span><\/p>
Rehabilitation Act of 1973, as amended, prohibits employment discriminationon
the basis of disability in any program or activity which receives Federal
financial assistance. Discrimination is prohibited in all aspects of
employement against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job
If you believe
you have been discriminated against in a program of any institution which
receives Federal financial assistance, you should immediately contact the
Federal agency providing such assistance.<\/span><\/p>
9\/02 and OFCCP 8\/08 Versions Useable With 11\/09 Supplement EEOC-P\/E-1 (Revised
11\/09) <\/span><\/p><\/div>