Equal Employment Opportunity

The Office of Diversity & Inclusion has established a clear and accessible intake and recording system to ensure that employees know how and where to go to make a complaint and receive assistance. 

Complaints must be filed within three (3) months of the alleged offense.

The Office of Diversity & Inclusion has jurisdiction for issues related to allegations of race, sex, age, color, religion, retaliation, national origin, disability, sexual orientation, or harassment.     

Once a complaint or report is received, the Office of Diversity & Inclusion staff member will assign an investigation control number to the complaint/report and immediately report it to the Office of Diversity & Inclusion Director.   The Office of Diversity & Inclusion Director, in consultation with the Office of Diversity & Inclusion staff member, will consider the appropriate steps to take including the initiation of a preliminary inquiry or an investigation.

Formal Complaint Form


Equal Employment Opportunity Laws

The Civil Rights Act of 1964, Title VII, forbids discrimination on the basis of race, sex, religion, color or national origin. It covers all private businesses and labor unions. The 1972 EEO Act extended it to state and local governments. The U.S. Civil Rights Commission and the EEOC monitor and enforce it.

The Equal Pay Act of 1963 provides that an employer cannot use sex as a basis for pay.

The Vietnam Era Veterans Readjustment Act requires that firms or agencies holding national contracts must take affirmative action to employ veterans. It updates the GI Bill of Rights of World War II.

The Age Discrimination in Employment Act of 1967 protects people between 40 and 70. Private firms cannot have mandatory retirement until age 70. Professors may work until age 70. EEOC regulations require old age pensions to be equal for men and women, even though women live five years longer.

The Pregnancy Discrimination Act of 1978, which amends the Civil Rights Act Title VII, provides that an employer must offer health coverage and must base required leave on individual physical condition, not a blanket requirement.

The Americans with Disabilities Act of 1990, which Congress modeled after the 1964 Civil Rights Act, protects people with a physical or mental impairment as well as a "record of impairment" or those "regarded as having a disability". This includes rehabilitated alcoholics and drug users, but not those currently using illegal drugs. It protects people who are HIV positive (AIDS). A firm must make "reasonable accommodations" for an applicant otherwise able to perform the "essential functions" of the job. Examples are to build ramps and elevators, to offer training and to supply readers and interpreters. The firm cannot refuse to hire an applicant because it would increase health insurance costs. The employer cannot require a physical examination until after hiring. The U.S. EEOC drafted regulations to implement the law. The ADA also has other provisions not related to personnel covering public accessibility to offices, retail businesses, sports arenas, busses, and trains. Prior to 1990 the Vocational Rehabilitation Act of 1973 and 1974 gave some of these protections.

The Immigration Reform and Control Act of 1986 protects citizens and certain classes of aliens in personnel actions against discrimination based on national origin.