You have indicated your facility is a college or university (higher education), with federal contracts or subcontracts of $50,000 or more. Your employment EEO and AA obligations are as follows:

You are required to have written EO 11246/503/4212 Affirmative Action Plans (AAP)

EEO-6 (required for colleges and universities with 15 or more employees), is now incorporated into Department of Education forms.

• Executive Order 11246

  (41 Code of Federal Regulations (CFR) 60-1), which includes (this list is not intended to be all-inclusive): Non-discrimination, EEO clause, and notification requirements - includes Part 60-2 written Affirmative Action Plan requirements and 60-3 Employee Selection Procedures

• American's with Disabilities Act (Title I)

  for employers with 15 or more employees have been covered since July 26, 1994

• Section 503 of the Rehabilitation Act of 1973

  , as amended, 29 USC Sec. 793 (1993), 38 USC 4211 and 4212 (29 CFR 60-250), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities (this is not all inclusive)

• Title VII of the Civil Rights Act of 1964

  - Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. If discrimination is found, EEOC could require payment of compensatory and punitive damages in cases of intentional violations of Title VII, the Americans with Disabilities Act of 1990, and section 501 of the Rehabilitation Act of 1973.

• Vietnam Era Veterans' Readjustment Assistance Act of 1974

  , as mandated (38 United States Code (USC) 4212, or VEVRAA), which requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified special disabled veterans and veterans of the Vietnam era. Also requires a written Affirmative Action Plan, Postings, Notifications, Filing VETS-100 Reports (list not inclusive) NOTE: Public Law 107-288, November 7, 2002, provides additional requirements to the VETS-100 filing requirement.

• Age Discrimination in Employment Act of 1967 (ADEA)

  , which protects individuals who are 40 years of age or older

• Equal Pay Act of 1963 (EPA)

  , which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination

In addition, the Office for Civil Rights (OCR) enforces several Federal civil rights laws that prohibit discrimination in programs or activities that receive Federal financial assistance from the Department of Education (ED). Discrimination on the basis of race, color, and national origin is prohibited by Title VI of the Civil Rights Act of 1964; sex discrimination is prohibited by Title IX of the Education Amendments of 1972; discrimination on the basis of disability is prohibited by Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with Disabilities Act of 1990 (Title II prohibits discrimination on the basis of disability by public entities, whether or not they receive Federal financial assistance); and age discrimination is prohibited by the Age Discrimination Act of 1975.

These civil rights laws enforced by OCR extend to all State education agencies, elementary and secondary school systems, colleges and universities, vocational schools, proprietary schools, State vocational rehabilitation agencies, libraries, and museums that receive Federal financial assistance from ED. Programs or activities that receive ED funds must provide aids, benefits, or services in a nondiscriminatory manner. Such aids, benefits, or services may include, but are not limited to: admissions, recruitment, financial aid, academic programs, student treatment and services, counseling and guidance, discipline, classroom assignment, grading, vocational education, recreation, physical education, athletics, housing, and employment.

If you have any questions regarding your EEO or Affirmative Action obligations, contact either EEO Logic or EEO Guidance, Inc.®