equal employment opportunity act punitive damages

harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age.other terms and conditions of employment.ĭiscriminatory practices under these laws also include:.pay, retirement plans, and disability leave or.transfer, promotion, layoff, or recall.compensation, assignment, or classification of employees.What Discriminatory Practices Are Prohibited by These Laws? Under Title VII, the ADA, GINA, and the ADEA, it is illegal to discriminate in any aspect of employment, including: The CSRA is enforced by both the Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB).Īdditional information about the enforcement of the CSRA may be obtained from OSC at (202) 653-7188 or at and from MSPB at (202) 653-6772 or at. The CSRA also prohibits reprisal against federal employees or applicants for whistle-blowing, or for exercising an appeal, complaint, or grievance right. It also provides that certain personnel actions can not be based on attributes or conduct that do not adversely affect employee performance, such as marital status and political affiliation.

The CSRA prohibits any employee who has authority to take certain personnel actions from discriminating for or against employees or applicants for employment on the bases of race, color, national origin, religion, sex, age or disability. The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions. Other federal laws, not enforced by EEOC, also prohibit discrimination and reprisal against federal employees and applicants. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee and.Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government.Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments.

the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.

the 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.

Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin.

What Are the Federal Laws Prohibiting Job Discrimination? Federal Equal Employment Opportunity (EEO) Laws I.

Equal employment opportunity act punitive damages