The College developed its discriminatory harassment policy, Section 4.31 Discriminatory Harassment, to insure compliance with and to monitor federal and state laws and regulations designed to eliminate employment discrimination and promote equal opportunity.

What does the discriminatory harassment policy cover?

The discriminatory harassment policy covers potential employment and access discrimination which is covered under Title VII of the Civil Rights Act of 1964, Title VI of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), Equal Pay Act (EPA), Age Discrimination in Employment Act (ADEA), Rehabilitation Act of 1972 (Section 503 and 504), Pregnancy Discrimination Act, and Title IX of the Education Amendments of 1994.

What does Title VII of the Civil Rights Act of 1964 cover?

Title VII of the Civil Rights covers employment discrimination based upon race, color, religion, sex or national origin. It is illegal to discriminate in hiring and firing; compensation, assignment or classification of employees; transfer, promotion, layoff or recall; job advertisement, recruitment; testing, use of company facilities; training and apprenticeship programs; fringe benefits; pay, retirement plans and disability leave, and/or other terms and conditions of employment.

What does Title VI of the Civil Rights Act of 1964 cover?

Title VI of the Civil Rights Act of 1964 ensures equal access to and prohibits educational institutions that receive federal financial assistance from discriminating on the basis of race, color, and national origin.

What is covered by the Americans with Disabilities Act (ADA)

The Americans with Disabilities Act prohibits private employers and local and state governments with 25 or more employees from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, fringe benefits, job training, and other terms and privileges of employment. Title II of ADA provides the same protections to individuals with disabilities in regards to admissions to and participation in educational programs and services.

Equal Pay Act (EPA),

The Equal Pay Act prohibits an employers from discriminating between men and women on the basis of sex in the payment of wages where they perform substantially equal work under similar working conditions in the same establishment.

Age Discrimination in Employment Act (ADEA)

The Age Discrimination in employment Act prohibits age discrimination in hiring, discharge, pay, promotions and other terms and conditions of employment.

Rehabilitation Act of 1973 (Section 503 and 504)

Section 503 of the Rehabilitation Act of 1973 mandates nondiscrimination on the basis of disability in employment in institutions and entities that receive federal financial assistance. While not an affirmative action statute, it does require active encouragement and consideration for employment of candidates with disabilities.

Section 504 of the Rehabilitation Act of 1973 prohibits discrimination of the basis of disability in any program or activity offered by an entity or institution receiving federal financial assistance. Section 504 is a program access statute.

Pregnancy Discrimination Act

The pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth, or related conditions constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations.

Title IX of the Education Amendments of 1994.

Title IX of the Education Amendments of 1994 prohibits educational programs and institutions funded or other wise supported by the federal government from discriminating on the basis of sex.

How do I initiate a discriminatory harassment complaint under College policy?

College employees and students can initiate a discriminatory harassment complaint by reporting their allegation of discriminatory harassment to their immediate supervisor or to the College’s Director of Equal Opportunity.

How does an employee, potential employee, students or potential students who needs reasonable accommodations make a request for an accommodation?