29 CFR Part 1626 - Procedures. Age Discrimination Act resource National Regulations Member contributionOCEG Reviewed
The regulations set forth in this part contain the procedures established by the Equal Employment Opportunity Commission for carrying out its responsibilities in the administration and enforcement of the Age Discrimination in Employment Act of 1967, as amended.
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29 CFR Part 1627, Records to be Made or Kept Relating to Age, Notices to be Posted, Adminstrative Exemptions resource National Regulations Member contributionOCEG Reviewed
Purpose: Section 7 of the Age Discrimination in Employment Act of 1967 empowers the Commission to require the keeping of records which are necessary or appropriate for the administration of the Act in accordance with the powers contained in section 11 of the Fair Labor Standards Act of 1938.
29 CFR Part 37 - Implementation of the Nondiscrimination and Equal Opportunity Provisions of the Workforce Investment Act of 1998 (WIA) resource National Regulations Member contributionOCEG Reviewed
The purpose of this part is to implement the nondiscrimination and equal opportunity provisions of the Workforce Investment Act of 1998 (WIA), which are contained in section 188 of WIA. Section 188 prohibits discrimination on the grounds of race, color, religion, sex, national origin, age, disability, political affiliation or belief, and for beneficiaries only, citizenship or participation in a WIA Title I-financially assisted program or activity.
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41 CFR Part 60-1, Obligations of Contractors and Subcontractors resource National Regulations Member contributionOCEG Reviewed
Office of Federal Contract Compliance Programs, Equal Opportunity Employment, Department of Labor, on affirmative action and various non-discrimination guidelines. Purpose and application:
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Accommodating Disabled Employees: A Guide To The Good Faith Interactive Process (2007) resource Articles OCEG Reviewed
The Americans with Disabilities Act of 1990 ("ADA"), 42 U.S.C. 12101 et seq. , requires a company to "reasonably accommodate" the known physical or mental limitations of an "otherwise qualified individual" unless the company can demonstrate that providing accommodations would impose an undue hardship on its business operations.
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ADA Title III Technical Assistance Manual resource Agency Guidances Member contributionOCEG Reviewed
Americans with Disabilities Act, - Covering Public Accommodations and Commercial Facilities. This technical assistance manual addresses the requirements of title III of the Americans with Disabilities Act, which applies to public accommodations, commercial facilities, and private entities offering certain examinations and courses.
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Age Discrimination in Employment Act of 1967 resource National Laws Member contributionOCEG Reviewed
Text of the Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA), as amended, as it appears in volume 29 of the United States Code, beginning at section 621. The ADEA prohibits employment discrimination against persons 40 years of age or older. The Older Workers Benefit Protection Act (Pub. L. 101-433) amends several sections of the ADEA. In addition, section 115 of the Civil Rights Act of 1991 (P.L. 102-166) amends section 7(e) of the ADEA (29 U. S.C. 626(e)). These amendments appear in boldface type.
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Americans with Disabilities Act of 1990, Titles I and V resource National Laws Member contributionOCEG Reviewed
Text of Titles I and V of the Americans with Disabilities Act of 1990 (Pub. L. 101-336) (ADA), as amended, as these titles appear in volume 42 of the United States Code, beginning at section 12101.
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Background Information for EEOC Final Rule on Title II of the Genetic Information Nondiscrimination Act of 2008 resource Agency Guidances OCEG Reviewed
Best Practices of Private Sector Employers - EEOC Task Force Report (1997) resource Research / Studies Member contributionOCEG Reviewed
Task Force Report on "Best" Equal Employment Opportunity Policies, Programs, and Practices in the Private Sector." (December 1997) The Task Force set out to look at noteworthy business practices by which employers are complying with their EEO obligations and diversity objectives.
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