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Laws and Regulations Regarding Equal Employment Opportunity

The foundation of the University's affirmative equal employment opportunity program is Executive Order 11246, administered by the US Department of Labor's Office of Federal Contract Compliance Programs. This Order prohibits discrimination in employment on the basis of race, color, religion, national origin, or sex in institutions with federal contracts/grants and mandates a continuous commitment to affirmative action. In short, George Mason University, as a recipient of federal funds, must exercise affirmative equal employment opportunity initiatives.

The foundation is supported by the following laws and regulations:

1. The Age Discrimination in Employment Act of 1967

   Prohibits arbitrary age discrimination (age 40 and above) in hiring, discharge, pay, promotions, fringe benefits and other aspects of employment.




2. The Age Discrimination Act of 1975

   Prohibits discrimination on the basis of age in programs or activities receiving federal financial assistance.




3. The Civil Rights Act of 1964, as amended

   Prohibits discrimination on the basis of race, color or national origin regarding civil rights.
   
   

   1. Title VI of the Civil Rights Act of 1964

      Prohibits discrimination based upon race, color and national origin under educational programs receiving federal financial assistance. Applies primarily to the student.
      
      
      The applicability of Title VI to employment practices is limited to those programs in which a primary objective of the federal financial assistance is to provide employment.
      
      

   2. Title VII of the Civil Rights Act of 1964

      Prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.



4. Civil Rights Act of 1991

   Provided additional remedies to protect against and to deter unlawful discrimination and harassment in employment (amends portions of Title VII of the Civil Rights Act of 1964), and to restore the strength of federal anti-discrimination laws that have been weakened by several Supreme Court decisions. The act was passed by Congress on November 7, 1991, and signed into law by President Bush on November 21, 1991.




5. Executive Order Number Two

   Prohibits discrimination on the basis of race, sex, color, national origin, religion, age, or political affiliation, or against otherwise qualified persons with disabilities in all facets of Commonwealth of Virginia government.




6. Title IX of the Education Amendments of 1972

   Prohibits discrimination on the basis of sex in any educational programs or activities receiving federal financial assistance.




7. The Equal Pay Act of 1963

   Prohibits sex discrimination in the payment of wages to women and men performing substantially equal work in the same establishment.




8. The Vocational Rehabilitation Act of 1973

   Ensures equal opportunities in employment for qualified disabled persons.
   
   

   1. Section 503

      Requires government contractors to take affirmative action to employ and advance in employment qualified disabled persons. Applies to employment only.
   
   
   

   2. Section 504

      Prohibits discrimination against disabled persons in federally funded programs and activities. Covers employment and students.



9. The Americans with Disabilities Act (ADA) of 1990

   Prohibits discrimination in employment against a qualified individual with a disability. The ADA makes it unlawful to discriminate in all employment practices such as: recruitment, hiring, promotion, training, lay-off, pay, firing, job assignments, leave, benefits, and all other employment-related activities.

Remember, each search or recruitment is governed by a number of laws, rules and regulations. When in doubt, contact the OEDS to get some guidance.