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Students have to choose one piece of federal legislation pertaining to diversity, equity and inclusion from the list below to critically analyze.
Executive Order 11246
The Executive Order 11246 (E.O 11246) prohibits federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. It also requires covered contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment. Read more about Executive Order #11246.
The Age Discrimination in Employment Act of 1967 (ADEA)
This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Read more about The Age Discrimination in Employment Act of 1967 (ADEA)
Title I of the Americans with Disabilities Act of 1990 (ADA)
This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer’s business. Read more about Title I of the Americans with Disabilities Act of 1990 (ADA)
The Americans with Disabilities Act Amendment Act of 2008 (ADAAA)
This act emphasized that the definition of disability should be construed in favor of a broad coverage of individuals to the maximum extent permitted by the terms of the ADA. Read more about the ADAAA.
Title IX, Education Amendment of 1972 (Title IX)
This law makes it illegal to discriminate against someone based on sex. Discrimination based on sex includes, the exclusion of participation and access, denial of benefits or subjection to discrimination under any education program or activity receiving federal financial assistance. Read more about Title IX, Education Amendment of 1972 (Title IX)
The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)
VEVRAA requires federal government contractors and subcontractors to take affirmative action to employ and advance in employment, specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Read more about VEVRAA.
Jobs for Veterans Act (JVA)
The JVA was amended in 2002 to revise and improve employment, training, and placement services furnished to veterans, and for other purposes. Read more about the Jobs for Veterans Act
The Genetic Information Nondiscrimination Act of 2008 (GINA)
This law makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about any disease, disorder or condition of an individual’s family members (i.e. an individual’s family medical history). The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Read more about The Genetic Information Non-discrimination Act of 2008 (GINA).
The Lilly Ledbetter Fair Pay Act of 2009
The act amends the Civil Rights Act of 1964 stating that the 180-day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new discriminatory paycheck. The Act was based on a S.C. decision holding that the statute of limitations for presenting an equal-pay lawsuit begins at the date the pay was agreed upon, not at the date of the most recent paycheck, as a lower court had ruled.
Students will write a 500 – 750-word analysis of the federal legislation. Components of the analysis is listed below:
Brief summary explaining the core purpose of this legislation. (3.5 POINTS)
Coverage of this legislation – which particular employees and which sectors of employment does it cover? (3.5 POINTS)
Major provisions – what are the few major provisions of this act (you may leave out the minor provisions). (4 POINTS)
Are there any criticism regarding this law/legislation? You can look up at journalistic sources/reports for cases where the law failed to provide protection or serve its purpose. (4 POINTS)