RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights 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’s religious practices where the
accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the 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.
AGE
The Age Discrimination in 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.
SEX (WAGES)
In addition to sex 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.
GENETICS
Title II of the Genetic 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’ 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.
RETALIATION
All of these Federal laws 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.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
There 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.