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Equal Employment Opportunity (EEO)
In November 2011, the EEOC reported that the commission had received a record number of discrimination charges in fiscal year 2011, the highest total in the agency’s 46-year history. Discrimination in any aspect of employment is illegal and employees are protected from such conduct under state and federal anti-discrimination laws, which require employers to implement policies and procedures that protect employees from discrimination, harassment and retaliation in all phases of employment from hiring to firing.
The complete PDF files below include instructional content, training materials, and required documentation. For your convenience, where applicable, a customizable plan is included as a separate file and can be opened in the format that best suits your needs.
Age Discrimination in Employment Act (ADEA) Guidebook [PDF] Updated 4/2012 – Under the ADEA, employers are obligated to comply with regulations that protect individuals who are 40 years of age or older from employment discrimination based on age. Obligations under this law include preventing age-based harassment, providing equal benefits to older workers, and ensuring that termination waivers meet specific requirements.
Documentation/Forms
Age Incident Report [PDF]
Age Discrimination Training Handout [PDF]
ADA Amendments Act (ADAAA) Guidebook [PDF] - The Americans with Disabilities Act (ADA) requires employers to comply with regulations that prohibit employment discrimination against qualified individuals with disabilities. The ADAAA made important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of EEOC's ADA regulations.
Documentation/Forms
Job Accommodation Request Form [PDF]
Disability Discrimination Training Handout [PDF]
Equal Employment Opportunity Compliance Program [PDF] - Federal and state laws prohibit employment discrimination based on race, color, sex, religion, national origin, age, genetic information, disability, and prohibit retaliation for opposing job discrimination, filing a charge, or participating in proceedings under these laws. To prevent discrimination from occurring, employers are required to educate themselves and employees about the legal issues that affect the workplace, implement anti-discrimination policies and post mandatory notices.
Customizable EEO Policies: PDF, Word DOC, Rich Text Format, Text File
Genetic Information Nondiscrimination Act (GINA) Guidebook [PDF] – Under GINA, any genetic information collected or acquired by an employer cannot be used to discriminate against the employee in any form of employment.
Documentation/Forms
Policy Acknowledgment Form [PDF]
GINA Training Handout [PDF]
Harassment in the Workplace Program [PDF] – Under Title VII of the Civil Rights Act of 1964, employers are obligated to assure a work environment free of all forms of harassment, including sexual harassment and vicarious harassment by a supervisor in all phases of employment from the hiring to the termination process.
Customizable Harassment Policies: PDF, Word DOC, Rich Text Format, Text File
National Origin Discrimination Compliance Guidebook [PDF] – Title VII of the Civil Rights Act of 1964 prohibits employers from treating applicants or employees unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not).
Documentation/Forms
National Origin incident report [PDF]
National Origin Discrimination Training Handout [PDF]
Race Discrimination Compliance Guidebook [PDF] – It is unlawful, under Title VII of the Civil Rights Act of 1964, for employers to treat employees or applicants unfavorably because they are of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features).
Documentation/Forms
EEO incident report [PDF]
Race Discrimination Training Handout [PDF]
Religious Discrimination Compliance Guidebook [PDF] – Employers are forbidden by Title VII of the Civil Rights Act of 1964 to treat employees or applicants unfavorably because of their religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.
Documentation/Forms
Religious Accommodation Request Form [PDF]
Religious Discrimination Training Handout [PDF]
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