Cal Poly Pomona complies with federal and state laws relating to non-discrimination, affirmative action, and accessibility to individuals with disabilities. Here are relevant federal and state laws and regulations. (Please click on the heading)
Specifies that it is unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of such individual's age.
Prohibits discrimination on the basis of age in programs or activities receiving federal financial assistance.
Called by sponsors the "Emancipation Proclamation for those with Disabilities," the law prohibits discrimination against qualified people with disabilities in employment, public services and transportation, public accommodation, and telecommunications services.
The ADA Amendments Act of 2008 (ADAAA) was enacted on September 25, 2008, and became effective on January 1, 2009. The law made a number of significant changes to the definition of “disability” under the Americans with Disabilities Act (ADA). It also directed the U.S. Equal Employment Opportunity Commission (EEOC) to amend its ADA regulations to reflect the changes made by the ADAAA. The EEOC issued a Notice of Proposed Rulemaking (NPRM) on September 23, 2009. The final regulations were approved by a bipartisan vote and were published in the Federal Register on March 25, 2011.
"The law reads: No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance."
"Overturns the U.S. Supreme Court's 1984 decision in Grove City v. Bell, and specifies that recipients of federal funds must comply with civil rights laws in all areas, not just in a particular program or activity that receives federal funding. Applies to Title IX of the Education Amendments of 1972, Rehabilitation Act of 1973, Title VI of the Civil Rights Act of 1964, and the Age Discrimination in Employment Act."
The purposes of the Act are (1) to provide appropriate remedies for intentional discrimination and unlawful harassment in the workplaces; (2) to codify the concepts of "business necessity" and "job related" enunciated by the Supreme Court in Griggs v. Duke Power Co. , (1971), and in other Supreme Court decisions. The Act provides for compensation and punitive damages and jury trials in cases of sex, religious, and disability bias.
"Prohibits employers doing business with the Federal Government from discriminating in employment because of race, color, religion, sex or national origin. Employers must also take positive measures to hire and promote qualified minorities and women.
"Prohibits unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature which imposes requirement of sexual cooperation as a condition of employment."
Prohibits employers doing business with the Federal Government from discriminating in employment because of race, color, religion, sex or national origin. Employers must also take positive measures to hire and promote qualified minorities and women.
"Requires employers to provide up to 12 weeks of unpaid leave for employees for childbirth, adoption, recovery from a serious illness, or for the care of a seriously ill family member. Employees would be entitled to the same or an equivalent position upon returning from leave and to the continuation of health benefits during leave."
Description of federal requirements for contents of affirmative action programs.
The Genetic Information Nondiscrimation Act of 2008 (GINA) prohibits discrimination against employees or applicants and harassment because of genetic information. The law also prohibits unlawful acquisition or disclosure of genetic information.
Prohibits discrimination against any person because of national origin or citizenship status in hiring, recruitment, or referral for a fee for employment or discharging from employment, except for unauthorized aliens.
Section 503 of the Rehabilitation Act of 1973 prohibits discrimination and requires employers with federal contracts or subcontracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
Guarantees the rights of disabled people to equal opportunity in all programs and activities which receive federal financial assistance.
Requires that Federal agencies' electronic and information technology is accessible to people with disabilities.
Requires federal, state and local governments to demonstrate a compelling interest before burdening an individual's exercise of religion.
"Makes it unlawful to discriminate in employment practices on the basis of race, color, religion, sex, or national origin. Creates Equal Employment Opportunity Commission as enforcement agency."
Provides that no person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.
"Affirmative action obligations of contractors and subcontractors for disabled veterans and veterans of the Vietnam Era."