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Overview of 1:.-aderal Equal Opportunity Laws, including theArnericans wiesith is Act,
<br />the 1F_:quaJ,F1ay,Act, the Age Discriffmat
<br />illion in Employment Act
<br />lrhe EEOC erTforces the Molixing Naves:
<br />MN Title, Vil of the Civil Rights Act of �1964 fritle V11) prohibits i ace, calor, reiligion, sex an(,J,
<br />nat
<br />i origin djscflrdnabair�. Tilfie V11 apl,:)fies to ernployers with fifteeri (15) or n"iore
<br />employees. ment Art of 1967 (ADEA) - prohibits age discdrnination
<br />Age DiscrImination in Employ'
<br />against individuWs who are forty (40) years of age or oWer.,rhe ADE. -A, applies to ernplayers..
<br />with Wienty (20) or mare ernp�oyees, of' 1990 (ADA) �- pr6il'idbits employmient
<br />Tifle I of the Aineiii witth 13111saliffitles Act
<br />discrimination against qualffied iridividti6ls with dsabHU'le-& The ADA applies to etnployers
<br />witi-ififte,.en (15) or moire en1ployees.
<br />Equal Pay Act of 1963 (EPA), - p�ii; wage. discrimiriation beNfeen men and womairi lrl
<br />,swbstanflally eqtml jobs withiln the serne enstabilishment, The E_,PA. appHes to mos,t eirnplayers
<br />mAth one or moireempoy�--s.
<br />I mi crigin,
<br />Thiesa laws prohlb' eirnp�oyment dlischnafior� based on e, color, sex, religion, nafiai
<br />it
<br />age., disability and prahibit retallabon for ol]posing job discrirnilriation, flhng a charge, or participafing
<br />in Iproceeding!:.; undarthOsia laws,.
<br />A business, is iid by tine EEOC iaws if:
<br />* Afl ernpNoyees, includirig part--firne aind,ternporairy workeirs, are cnte. d for I:::iurposes of
<br />deteiii; whetl mr an ern,pioyer has a suffic�eiii numbeii of eniployees.
<br />A An emp�ioyee Is sorneone with whom ttie employer has an employrnent relationship, "T tie
<br />existence of an p.mployment r6laflonsftlp is irnc.-.)s,t easfly shown by a person's appearance on
<br />the arnployer's payroill, but this alone does not necessaiii answi�.)r the question, Determining
<br />whatl neir an erripoy(--.-.�r has enoLigt, empioyees to be covqred 'by these laws is, Ultimately, a
<br />Negal quesfion.
<br />Independent contractors are 11 --lot T.:,nunted as ornYees. Determining wt-iether an �ndhfldual is, uinder
<br />the law, an ft,i:Jependent contractor, also is a �egal qUesflon thiat'rinay not be as easy to answc:,r as
<br />you might,fl-iink, For r� vc,, infan-Timbon On tmw ta determine mitiether a person is airi "o. rnp�oype" Orr an
<br />"independent cor"ItiraCtoe", mei s1t . jig p Z,p I . . ...... . ....... 21"....-1 _ . . ....... . - -------- hold . . . . ...........
<br />f ft pew Compliance M al on "Threshold Issues
<br />if you are unsure Whetheir a business or in6vidual Ns covered, you may wilish to cons,silt with an
<br />attorney.
<br />Fhe fll' icin11119 may file a charqe of discrimination with thirs, EEOC:
<br />yone who beflii,-.ves fl zt I i'ls or her employment rights have been violated because of race,
<br />color, sex, r6igbri, natilional orlgnn, aqe, disability or because. of retaflation may file a rharge
<br />of ftcrimination with BE -`0C. By EEOC 1--nust accept the ifffini 1 of a chair 0.
<br />�A 9
<br />Ilan rnost geographic areas, a charge rnust be filed v1th EEC�t�r.lfir�r
<br />Wil 30days frorri thei�Rte of thllgd &dirn4--iatlon. In a vry sm,all number of areas Wil�%ea 9ae oJocai employment
<br />dlscrim�inaboom IIRw does not apply, aI qm urg i-nust be filed within '180 days.
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