This document discusses discrimination and provides information on types of discrimination, laws and regulations, prohibited practices, and resources. It covers discrimination based on age, disability, gender, genetic information, nationality, pregnancy, race, religion, sex, and retaliation. The main laws discussed are Title VII of the Civil Rights Act of 1964 and EEOC regulations. Prohibited practices in hiring like discriminatory job ads, recruitment, applications, and testing are explained.

1. Discrimination
Gabriela Rosas
Human Resources VP

2. Overview
 Types of Discrimination
 Laws and Regulations
 Memorandum of Understanding with EEOC
 Prohibited Practices and Examples
 Resources

3. Types of Discrimination
 Age
 Disability
 Equal Pay/Compensation
 Genetic Information
 Harassment
 National Origin
 Pregnancy
 Race/Color
 Religion
 Retaliation
 Sex
 Sexual Harassment

4. Laws and Regulations
 Title VII of the Civil Rights Act of 1964
 This law makes it illegal to discriminate against someone
on the basis of race, color, religion, national origin, or sex
 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 applicants' and employees' sincerely held
religious practices, unless doing so would impose an
undue hardship on the operation of the employer's
business

5. Laws and Regulations
 EEOC's regulations are published annually in Title 29 of the
Code of Federal Regulations (CFR)
 The CFR is available online through the U.S. Government
Printing Office
 The e-CFR is a regularly updated, unofficial editorial
compilation of CFR material and Federal Register
amendments

6. Memorandum of Understanding
 The Equal Employment Opportunity Commission (EEOC) and
the U.S. Department of Labor (DOL), Office of Federal
Contract Compliance Programs (OFCCP) have updated the
Memorandum of Understanding (MOU), last published at 64
Fed. Reg. 17,664 (April 12, 1999)
 Updates include:
 Using contemporary office names and titles
 Designating a “Coordination Advocate” at both agencies
 Reorganizing and/or condensing language for clarity
 Streamlining the Compliance Coordination Committees
 Clarifying the complaint/charge referral procedures.

7. Prohibited Practices
Job Advertisements
 It is illegal for an employer to publish a job advertisement that shows a preference
for or discourages someone from applying for a job because of his or her race,
color, religion, sex (including pregnancy), national origin, age (40 or older), disability
or genetic information
 Example:
 A help-wanted ad that seeks "females" or "recent college graduates" may
discourage men and people over 40 from applying and may violate the law
Recruitment
 It is also illegal for an employer to recruit new employees in a way that discriminates
against them because of their race, color, religion, sex (including pregnancy),
national origin, age (40 or older), disability or genetic information
 Example:
 An employer's reliance on word-of-mouth recruitment by its mostly Hispanic work
force may violate the law if the result is that almost all new hires are Hispanic

8. Prohibited Practices
Application & Hiring
 It is illegal for an employer to discriminate against a job applicant because of his
or her race, color, religion, sex (including pregnancy), national origin, age (40 or
older), disability or genetic information
 Example
 An employer may not refuse to give employment applications to people of a
certain race.
 An employer may not base hiring decisions on stereotypes and assumptions
about a person's race, color, religion, sex (including pregnancy), national origin,
age (40 or older), disability or genetic information
 If an employer requires job applicants to take a test, the test must be necessary
and related to the job and the employer may not exclude people of a particular
race, color, religion, sex (including pregnancy), national origin, or individuals with
disabilities. In addition, the employer may not use a test that excludes applicants
age 40 or older if the test is not based on a reasonable factor other than age
 If a job applicant with a disability needs an accommodation (such as a sign
language interpreter) to apply for a job, the employer is required to provide the
accommodation, so long as the accommodation does not cause the employer
significant difficulty or expense

9. Resources
 http://www.eeoc.gov/laws/practices/index.cfm

10. Conclusion
 Types of Discrimination
 Laws and Regulations
 Memorandum of Understanding with EEOC
 Prohibited Practices and Examples
 Resources