EEO Background

The following is a brief history of Civil Rights statutes regarding equal employment:

The Civil Rights Act (1866)
This was one of several laws enacted to implement the newly ratified Constitutional Amendments guaranteeing all citizens equal protection under the law. Although the statutes were not applied to private incidents of discrimination for more than 100 years, in 1975 the Supreme Court rules that the Act afforded a federal remedy for employment discrimination because of race or color.

The Equal Pay Act (1963)
Forbids pay differentials on the basis of gender. It is enforced by the Equal Employment Opportunity Commission (EEOC).

Title VII of the Civil Rights Act (1964)
Bans discrimination based on race, color, religion, sex or national origin, and applies to all employers with 15 or more employees. This law affects employment conditions including recruitment, selection, promotion, training, and wages.

The Age Discrimination in Employment Act (1967)
Prohibits discrimination against applicants and employees aged 40 or older. It forbids discrimination in hiring, compensation, discharge, and other employment conditions.

The Rehabilitation Act (1973)
Makes it illegal to discriminate against an applicant or employee that has or is perceived to have a physical and/or mental disability.

The Civil Rights Act (1991)
Provides remedies for intentional discrimination and unlawful harassment in the workplace.

Title I of the Americans With Disabilities Act of 1990 (ADA)
Makes it unlawful to discriminate against a qualified individual with a disability. The ADA prohibits discrimination against individuals with disabilities in Federal, State, and local government services, public accomodations, transportation, telecommunications, and employment.

29 Code of Federal Regulations, Part 1614
Prescribes the development of equal employment programs, including alternative dispute resolution programs, and complaints processing consistent with EEOC's regulations.