Workforce Planning

Front 1

Title VII of the Civil Rights Act of 1964

Back 1

• Prohibits discrimination or segregation based on race, color, national origin, religion, and gender in all terms and conditions of employment.
• Makes it unlawful to limit, segregate, or classify employees in any way that would deprive them of employment opportunities
• As amended by the Pregnancy Discrimination Act of 1978, makes it illegal to discriminate because of pregnancy, childbirth, or related conditions
• Provides equal opportunity to participate in training programs, giving all employees equal opportunity for advancement.
• Prohibits sexual harassment and harassment based on the other protected categories
• Prohibits discrimination in compensation practices such as extra pay plans, leave policies, and pension policies

Front 2

Title VII amended by the Equal Employment Opportunity Act of 1972

Back 2

• Subject to the rules of the EEOC
o Most private employers who have 15 or more EE’s on payroll for each working day of 20 or more weeks
o All educational institutions, public and private
o Federal, state, and local governments
o Public and private employment agencies when functioning as employers
o Labor unions with 15 or more members
o Joint (labor-management) committees for apprenticeships and training

Front 3

Exceptions to the definition of discrimination

Back 3

• Work-related requirements – required by business necessity
• Bona fide occupational qualification (BFOQ) (e.g. women’s bikini model)
• Seniority systems – not designed to discriminate

Front 4

Executive Order 11246

Back 4

• Covers women and minorities
• Separate plan if employer has federal contract or subcontract of 50K+ and employs 50+ EEs

Front 5

Section 503 of the Rehabilitation Act of 1973

Back 5

• Covers disabled workers
• Can have a combined plan with VEVRAA if federal contact is over 50K & employees 50+ EEs