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EEO Compliance
The ADA applies to employers with fifteen (15) or more employees. Equal Pay Act of 1963 (EPA) prohibits wage discrimination between men and women in substantially equal jobs within the same establishment. The EPA applies to most employers with one or more employees. These EEO compliance laws prohibit employment discrimination based on race, color, sex, religion, national origin, age, disability, and prohibit retaliation for opposing job discrimination, filing a charge, or participating in proceedings under these laws.
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits race, color, religion, sex, and national origin discrimination. Title VII applies to employers with fifteen (15) or more employees. Age Discrimination in Employment Act of 1967 (ADEA) prohibits age discrimination against individuals who are forty (40) years of age or older. The ADEA applies to employers with twenty (20) or more employees. Title I of the Americans with Disabilities Act of 1990 (ADA) prohibits employment discrimination against qualified individuals with disabilities.
Federal Equal Employment Opportunity (EEO) Laws are design to prevent job discrimination. The Federal EEO laws include: Title VII of the Civil Rights Act of 1964 (Title VII); the Equal Pay Act of 1963 (EPA); the Age Discrimination in Employment Act of 1967 (ADEA); Title I and Title V of the Americans with Disabilities Act of 1990 (ADA); Sections 501 and 505 of the Rehabilitation Act of 1973; and the Civil Rights Act of 1991. EEO Compliance is essential for any business. Businesses with few employees are not subject to EEO compliance for all these laws. EEO compliance depends on the size of the business. EEO compliance covers a variety of job discrimination areas.