University of Illinois Extension

University of Illinois Extension Equal Employment Opportunity Program

Definitions

For the purpose of this program:

Associate Dean
The Associate Dean of University of Illinois Extension.
Assistant Dean
The Assistant Dean Extension Operations, Assistant Dean Extension Program Coordination, Assistant Dean and Director 4-H, Assistant Dean, Extension Urban Programs.
College
The College of Agricultural, Consumer and Environmental Sciences.
Complaint
  1. an employee's, former employee's, or an applicant's expressed dissatisfaction with, and request for redress from, discrimination which has affected them personally;
  2. general discriminatory practices filed by an organization. Individuals utilizing this process shall be known as complainants.
Department Head
The individuals in the College of Agricultural, Consumer and Environmental Sciences who are responsible for the academic units.
Dean
The Dean of the College of Agricultural, Consumer and Environmental Sciences.
Director, College Human Resources
The University of Illinois Extension staff member responsible for personnel services.
Discrimination
Discrimination on the basis of race, color, national origin, sex, religion, ancestry, marital status, sexual orientation, unfavorable discharge from the military, age, disability, or status as a disabled veteran or a Vietnam era veteran.
EEOC
Equal Employment Opportunity Commission established under Equal Employment Opportunity Act of 1972. Employment includes hiring, assignment, transfer, promotion, compensation, discipline, discharge, and all other conditions, terms, and privileges of employment.
Extension Employee
Includes all persons employed by the University of Illinois to perform Extension duties.
Officer
The affirmative action officer of University of Illinois Extension.
President
The President or chief executive of the University of Illinois or designee.
Program
A comprehensive Equal Employment Opportunity Program submitted by the President in satisfaction of Title 7-Agriculture; Subtitle A-Office of Secretary; Part 18.
Regional Director
The individual in University of Illinois Extension who supervises offcampus academic personnel.
Secretary
The Secretary of Agriculture of the United States or designee.
7 CFR 18
Refers to Title 7CAgriculture; Subtitle ACOffice of Secretary; Part 18CEqual Employment Opportunity in the State Cooperative Extension Service.
Unit Leader
The individual responsible for the leadership of the county Extension program and who supervises the off-campus civil service staff personnel.
University
The University of Illinois.

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Purpose, Applicability, and Coverage

Purpose

The Equal Employment Opportunity Program (EEO Program) in University of Illinois Extension establishes policies and procedures in employment of the most qualified candidates and personnel management providing equal opportunity to each individual without regard to race, color, religion, sex, national origin, ancestry, age, marital status, disability, sexual orientation, unfavorable discharge from the military, or status as a disabled veteran or a veteran of the Vietnam era. This EEO Program relates to all phases of employment, as defined in Section I-1, for all employees of University of Illinois Extension, and for establishing overall general policy that is consistent regarding all positions regardless of the sources of supporting funds.

Applicability

This EEO Program applies to University of Illinois Extension employees throughout the State.

Coverage

This EEO Program applies to all positions in all units of University of Illinois Extension.

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Development and Adoption

Development

This EEO Program, its policies, and procedures were revised by the University of Illinois Extension Affirmative Action Committee, approved by the Dean, and concurred with by a designee of the Secretary of Agriculture.

Amendment

Amendments or revisions to the EEO Program of University of Illinois Extension are made by the President of the University of Illinois and submitted to the Secretary for concurrence. The Secretary shall confer with the President concerning amendments and revisions which are needed to improve the effectiveness of the program. The President will furnish such mutually agreed upon amendments and revisions to the Secretary within 30 days for concurrence.

Effective Date

This revised EEO Program for University of Illinois Extension becomes policy and is effective on January 1, 2002.

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Elements

Statement of Policy Prohibiting Discrimination in Employment

It is the policy of University of Illinois Extension to provide equal opportunity in employment and personnel management for all persons, to prohibit discrimination because of race, color, religion, sex, national origin, ancestry, age, marital status, disability, sexual orientation, unfavorable discharge from the military, or status as a disabled veteran or a veteran of the Vietnam era, and to promote the full realization of equal employment opportunity through a continuing four-year plan for assuring compliance. This policy complies with the provisions of 7 CFR 18 and University policy, including Section 1X/B-1 of the Campus Administrative Manual, University of Illinois Urbana-Champaign.

Administrative Procedure Enforcing this Policy

The Associate Dean is the designated administrative official of the University responsible for implementation and compliance within University of Illinois Extension, with the cooperation of the Extension councils; evaluation of program effectiveness; and providing sufficient resources to administer the EEO Program.

  1. The Associate Dean is responsible for executing the following duties:
    1. Publish periodically Extension's commitment to the EEO Program in the Extension newsletter.
    2. Use one of the two following statements on program brochures, newsletters, recruitment materials, and other appropriate documents: AUniversity of Illinois Extension is an Affirmative Action/Equal Opportunity Employer@ or AUniversity of Illinois Extension provides equal opportunities in programs and employment.
    3. Inform in writing the assistant deans, department heads, regional directors, unit leaders, Director, College Human Resources, the officer, and other appropriate individuals of their responsibility for implementing and enforcing the policies and procedures of the EEO Program and for complying with provisions of 7 CFR 18 and University policy in all aspects of employment and personnel management.
    4. Keep other appropriate University administrative officials apprised of performance regarding EEO Program.
    5. Request the unit leader to notify in writing the county board regarding the provisions of the EEO Program for all University of Illinois Extension employees and to file a copy in the unit affirmative action files.
    6. Request the unit leader to meet at least annually with members of the Extension council and civil service employees to review the EEO Program.
    7. Provide applicants who believe discrimination has occurred with the names and addresses of the officer and the EEO counselors.
    8. Provide a copy of the EEO Program to each Extension office and make the EEO Program available on the Extension Web site.
    9. Assure adequate coverage of all areas of equal employment opportunity in orientation and staff development programs for all employees.
  2. The officer is designated by the Associate Dean as the individual with staff responsibilities for coordinating all activities relating to this EEO Program. The officer shall:
    1. Advise the Associate Dean and the Director, College Human Resources on the preparation of plans, procedures, regulations, reports, and other matters pertaining to the EEO Program.
    2. Evaluate periodically the sufficiency of the EEO Program and report such evaluations to the Associate Dean and the Director, College Human Resources with recommendations for improvement or correction.
    3. Make changes in the EEO Program when authorized by the Associate Dean to eliminate discriminatory or unfair practices and to improve the EEO Program.
    4. Provide a system for counseling and mediation for employees or applicants who believe they have been subjected to discrimination.
    5. Investigate complaints of discrimination from individuals, organizations or other third parties, and make recommendations on corrective measures to the Associate Dean.
    6. When authorized by the Associate Dean, take corrective measures that are necessary on individual complaints, including recommendation for any disciplinary action that is warranted when an employee has been found to have engaged in a discriminatory practice.
    7. Arrange for the selection and training of EEO counselors. The Associate Dean will designate up to three staff persons from each region to serve as counselors. Persons with administrative responsibilities will not be selected.
    8. Announce EEO counselors annually in Extension newsletter and provide each staff member with information about the EEO counselor program.
    9. Ask all responsible personnel to furnish a written report documenting their discussions of the EEO Program with University of Illinois Extension staff, Extension councils, committees, county boards, and other groups.
    10. Provide a copy of the And Justice for All poster to each Extension office for public display. Information regarding the filing of a complaint will be on the poster.

A Positive Affirmative Action Plan to Assure Equal Opportunity in Employment

Due to the decentralized nature of University of Illinois Extension, certain specific administrative and supervisory responsibilities for personnel actions relating to various groups of staff are delegated to designated persons in the organization. Each person responsible for recruitment, employment, and retention of a competent staff will submit a report of accomplishments, as appropriate, to the officer.

The accomplishments for the state will be summarized from all appropriate people:

  1. Unit leaders are responsible for representing and discussing the EEO Program with Extension councils, county boards, and civil service Extension employees. Unit leaders will document such discussions in the unit affirmative action file.
  2. Regional directors are responsible for presenting and discussing the EEO Program with University of Illinois Extension academic staff and other appropriate civil service employees.

Procedure for Identifying and Eliminating Employment Practices Which Create or Continue Discrimination in Employment

All aspects of personnel management shall reflect the full intent of the policy stated in the purpose:

  1. Recruitment and Selection
    The Director, College Human Resources will develop and implement a comprehensive recruitment program designed to attract members of protected classes for employment consideration for all positions. This includes:
    1. Identifying those schools, colleges, organizations, groups, and other sources where minority and female candidates can be contacted regarding employment opportunities.
    2. Establishing and maintaining, on a regular basis, recruitment contacts with those sources for prospective candidates for employment of females and minorities.
    3. Preparing recruitment literature and position announcements which:
      1. Clearly state that University of Illinois Extension is an Affirmative Action/Equal Opportunity Employer.
      2. Describe duties and responsibilities, location of position, qualifications, closing date and method for applying, salary range, and to whom the application is made.
      All announcements of position vacancies for regular searches should normally be listed for a period of four weeks in such publications as the weekly Extension staff newsletter.
    4. Disseminating information through Web pages, recruitment literature, position announcements, personal contact and other appropriate means to sources of qualified applicants regarding:
      1. Conditions which would increase employment opportunities for graduating students.
      2. Qualifications essential for competent University of Illinois Extension employees (academic and civil service) as a basis for strengthening and improving curriculum.
    5. Assisting with the selection of candidates for employment from among applicants based upon a comparison of each applicant's qualifications in relation to identified relevant factors and standards for the position. Such factors for academic positions include:
      1. Educational attainment.
      2. Academic achievement.
      3. Professional experience.
      4. Leadership ability.
      5. Understanding of problems with which the position is to deal and knowledge of subject matter to deal with related problems.
      6. Demonstrated ability to work effectively with people.
      7. Demonstrated ability to communicate orally and in writing.
      8. Information technology competencies
      Factors for civil service positions include:
      1. Educational attainment.
      2. Work experience.
      3. Demonstrated ability to work effectively with people.
      4. Appropriate information technology competencies.
    6. Maintaining an adequate record system (maintained for six years) which reflects actions taken and decisions made including:
      1. Receipt and disposition of applications.
      2. Application evaluation.
      3. Reference checks.
      4. Interview evaluation.
      5. Reasons for selection or non-selection.
  2. Alternative Search Methods and Promotion
    1. Internal Searches
      Suitable candidates are normally identified through the established recruitment and selection procedure described in Section D-1 above. Under exceptional circumstances, limited searches for some academic field positions may be restricted to current employees of the organization throughout the entire state. Regional directors can recommend to the officer and Associate Dean that a position vacancy is filled internally from within the organization. Exceptions to the normal search process must be justified. Rationale for justification might include: time limitation, or part-time/temporary nature of the position; funding exigency; interest of the organization; effectiveness of the organization; maintenance of staff diversity; etc. A formal request must be made and approved by the officer and the Associate Dean before a limited search is initiated.

      The following conditions will be met in internal searches:
      1. Announcements will reflect title, location of position, date open, and to whom application is made. All announcements of position vacancies to be filled internally should be listed for two weeks in the weekly Extension staff newsletter.
      2. Applications are accepted, recorded, and evaluated from all interested employees.
      3. Competencies are evaluated against position requirements.
      4. As defined in Section D-1 above, records specified must be maintained for six years.
    2. Waiver of Search Process
      In addition, a limited number of appointments are made without going through the standard search procedures. Regional directors may request a waiver of the search process with appropriate justification. The officer and the Associate Dean handle these requests on a case-by-case basis, taking into account appropriate equal opportunity and affirmative action measures.

      The following are examples of situations in which a regional director may wish to request approval for a waiver of the search requirement:
      1. Promotions involving a title change (e.g. from Extension unit assistant to Extension unit educator).
      2. Change in title to better match duties and responsibilities.
      3. Temporary academic professional appointments over 50 percent which are short-term and limited (see below for handling temporary appointments of 50 percent or less). Temporary appointments are indicated by "visiting," "acting," or "interim" as part of the title.
      4. A search may not be required in other very special circumstances. When such special situations occur, the regional director must consult the officer and Associate Dean. Individuals appointed to positions without a search being conducted should be informed that subsequent offers of employment (except promotions in rank described below) will not be made to them unless they are selected as a result of an approved search.
    3. Appointments Exempt from the Search Process and Waivers
      There are several kinds of appointments exempt from the search process for which even a search waiver is not required:
      1. Promotions in rank for field academic professionals. University of Illinois Extension has an established statewide system for evaluating and approving promotion in rank for field academic professionals.
      2. Temporary academic field staff appointments for 50 percent time or less. Temporary appointments are indicated by "visiting," "acting," or "interim" as part of the title.
      3. Academic hourly appointments.
      4. Zero percent temporary administrative appointments with or without an administrative increment.
      5. Academic professionals eligible for the Relocation Plan. Academic professionals who are being released from their current positions due to lack of funds or for programmatic reasons may be eligible to participate in the Urbana Campus Relocation Plan. Those eligible for the Relocation Plan may be hired into a vacant Extension academic field position without an EEO search or search waiver at the request of the regional director and with the approval of the Associate Dean. In addition, the Relocation Plan policy allows academic professional employees with more than five years of continuous, fulltime, non-visiting, academic professional service to be interviewed upon request for other academic professional vacancies for which they qualify. The Relocation Plan is coordinated through the Office of Academic Human Resources on the Urbana Campus. Details of the Relocation Plan may be found in the Campus Administrative Manual, Section IX/C-26.
  3. Performance Appraisal and Compensation
    Formal performance appraisals are to be made at least annually of each University of Illinois Extension staff members' performance. The performance evaluation program will reflect those criteria judged to be pertinent to successful performance in the various positions and measured or evaluated against acceptable standards of performance for those positions. Each member will be made aware of the evaluation and counseled by the immediate supervisor or other appropriate and qualified staff members regarding positive accomplishments and future professional improvement and training needs. Salaries are to be administered equitably for academic and civil service employees and shall follow established policies of the University.
  4. Staff Development Policies
    Staff development programs and opportunities are to be uniformly administered throughout the organization and made available to each category of staff in order to:
    1. Correct those deficient areas in an employee's background and training which are essential to successful job performance.
    2. Contribute to continued career advancement of each individual.
    3. Help the individual contribute to the achievement of the program goals of the organization.
    4. Improve the educational services to clientele. Each employee is encouraged to assume a positive posture regarding his/her own personal professional development which will supplement and complement the more formal training offered by the organization. The officer will work closely with administrative, supervisory, and program staffs to provide appropriate staff development opportunities and orientation training. Individual staff members may request to participate or be requested by their supervisor to participate in staff development programs. Criteria such as the individuals program or job responsibilities, level of professional or skill preparation, previous staff development participation record, present and possible future assignments, applicable leave policy and availability of funds will be considered in determining approval to participate. Leave policy to pursue staff development opportunities when approved by the Associate Dean will follow the established policies of the University and University of Illinois Extension and shall be equitably administered.
  5. Leave Policies
    Policies covering leave without pay, annual, sick and military leave, etc., and other employee benefits are to be equitably administered according to policies established by the University and University of Illinois Extension. Insofar as resources permit, financial aid in terms of scholarships, fellowships, work-study programs, field experience programs, and similar intern or practicum training arrangements are to be made available to employees who will prepare them for promotion or other advancement opportunities in the organization.
  6. Community Related Activity
    Employees are encouraged to participate at the community level with technical, vocational, and high schools, colleges and with other public and private groups in cooperative action to improve employment opportunities and community conditions that affect employability.
  7. Awards and Recognition
    The Associate Dean will:
    1. Consider ways and means for providing motivational incentives to those staff members who make positive contributions to the EEO Program and other programs through appropriate recognition and awards.
    2. Analyze current recognition and awards programs to maximize their contribution to employee motivation and morale, and to assure their equitable administration.
    3. Include responsibilities for carrying out the EEO Program in position descriptions of administrative and supervisory staff, and incorporate appropriate evaluation criteria into present performance appraisals.
  8. Discipline
    Those University of Illinois Extension employees who have been found to have engaged in discriminatory practices against another employee, or applicant for employment are subject to appropriate disciplinary action. The action to discipline is the responsibility of the Associate Dean. Such action will be uniformly administered in keeping with policies of the University and University of Illinois Extension. Appropriate records will be kept, showing the cause for and disciplinary action taken, and a copy placed in the permanent personnel file of the employee involved.

Procedure for Evaluating the Success of the EEO Program

The officer is designated to evaluate annually the adequacy of employment and personnel management procedures of University of Illinois Extension. Recommendations for improvement of procedures and policies are to be made to the Associate Dean and the officer by the affirmative action committee. The Associate Dean shall file a copy of the summary report with the President and the Secretary on an annual basis. Results will be discussed with administrative, supervisory and other employees as appropriate. Each University of Illinois Extension employee is responsible for helping to maintain continuous surveillance on the effectiveness of this program in order to provide current and adequate feedback for evaluative purposes. Criteria for a comprehensive evaluation program must be sufficient to reflect progress, adequacy, and shortcomings of the total program. The officer and the affirmative action committee should use some of the following methods:

  1. On-site visits by management and program staff.
  2. Special task force for overall or specific reviews.
  3. Written reports by administrative and program staff.
  4. Periodic review and analysis of statistical data (personnel records, position inquiries, candidates considered and employed, etc.).
  5. Continuing review of personnel programs (recruitment, selection, promotion, transfer, performance appraisal/salary, training, etc.) and related actions.
  6. Periodic review of policies and procedures.
  7. Interviews with employees, supervisors, and management.
  8. Administration of voluntary questionnaires to sample of employees.

Adequate Provision for Publicizing the EEO Program to Include Dissemination of Information to All Those Covered by These Regulations

Adequate provisions for publicizing the EEO Program and persons responsible are included elsewhere in the Program.

A Procedure for Prompt Processing of Complaints Assuring No Less Than Minimum Rights Prescribed in 7 CFR 18 (18.5)

The officer is designated to act in an effort to mediate or conciliate informal complaints. Informal complaints shall be resolved at the lowest possible supervisory level with the assistance of EEO counselors. All informal complaints will be heard and a decision made by the EEO counselor within ten work days after receipt. If no action or decision is given the complainant within this time limit, it shall constitute justification of the complainant to proceed to the next higher supervisory level. In any case where the complainant feels that the complaint cannot be presented or that the complaint would not receive proper consideration at the immediate supervisory level, the complainant may, without prejudice, move up the supervisory channel to any level and/or have an alternate counselor assigned by the officer. When an EEO counselor counsels an employee, an EEO Memorandum shall be prepared by the EEO counselor to the officer advising of the complaint and the circumstances with a description of attempts to resolve the complaint. The memorandum must indicate if the complaint was handled satisfactorily or if additional action appears necessary.

Adequate Provision for the Protection of Complainants, Employees, Witnesses, and Representatives from Interference, Harassment, Intimidation and Reprisal

All employees shall be free from any or all restraint, interference, coercion, or reprisal on the part of their associates or supervisors in making any complaint or appeal, in serving as representatives of a complainant in appearing as witnesses, or in seeking information in accordance with these procedures. The above principles apply with equal force after a complaint has been adjudicated. Should these principles be violated, the facts shall be brought to the attention of the officer by the complainant, their representative or the person affected so that appropriate action may be taken.

A Procedure for Recording Receipt and Disposition of All Complaints

The officer will keep a record of all initial counseling sessions and complaints filed through counselors and other sources. The record shall include any statement from the complainant indicating the reason for withdrawal.

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Formal Complaint Procedure

The procedure for processing of formal complaints of University of Illinois Extension employees and other qualified complainants based only on alleged discrimination follows. If the informal procedures do not attain a result satisfactory to the complainant or if the complainant does not desire to follow the informal procedure, a formal complaint may be filed. A formal complaint shall be submitted in writing (using formal complaint outline), signed, state the basis for the complaint, and indicate whether the alleged discrimination was based on race, color, religion, sex, national origin, ancestry, age, marital status, disability, sexual orientation, unfavorable discharge from the military, or status as a disabled veteran of the Vietnam era.

Who May File

A complaint may be filed by present personnel, former personnel, or applicants for employment in University of Illinois Extension who believe that discrimination in employment has been practiced against them or that an employment practice in University of Illinois Extension has or will result in discrimination in employment against them. A complaint of general discrimination in employment practices may also be filed by present personnel, former personnel, or applicants for employment or by an organization, provided, however, that upon request of the Associate Dean, the complainant shall furnish names of individuals who are adversely affected by those practices.

Right of Representation

A complainant may designate in writing an individual or an organization to serve as their representative in the processing of the complaint and is entitled to the advice of counsel at their cost at all stages in the proceeding. If the representative designated by the complainant is an employee of the U.S. Department of Agriculture or of University of Illinois Extension, such employee, as well as an employee-complainant, shall have a reasonable amount of official time with pay, if in pay status, for the purpose of appearing at any hearing on the complaint or conciliation effort. The rights and privileges set forth in this paragraph shall also be available to any person where alleged conduct is the cause of the complaint.

Where Filed

Formal complaints by or on behalf of University of Illinois Extension personnel must be filed in writing to one of the following:

  1. As directed by the Urbana Campus policy (Campus Administrative Manual, Section IX/B-3).
  2. With the EEO officer.
  3. With an EEO counselor.
  4. With the Secretary USDA (complaints filed in this manner will be sent to the Associate Dean for decision under this program).

When Filed

A complaint shall be submitted within 180 days of the conduct giving rise to the complaint. The Associate Dean may extend the time limit for a good cause.

Determination Procedure if a Hearing is Not Requested

Based upon the facts furnished by the complainant or any other information gathered by the officer, the case will be decided by the Associate Dean within 30 days (if a hearing is not requested) and the complainant advised of the decision. In the event that the claim is not decided within 30 days, the complainant may request a review by the Dean.

Determination Procedure if a Hearing is Requested

  1. Hearing
    A complainant, the officer, or the Associate Dean may request a hearing which shall be transcribed or recorded. When a hearing is requested, the officer shall present any University of Illinois Extension policies that affect the complaint. The hearing shall be conducted within 60 days from the date the hearing is requested during regular working hours in the geographical area where the alleged discrimination occurred or at a time and place agreed to by the officer and the complainant. The officer, the complainant, and any person whose alleged conduct is the cause of the complaint shall have the right to call and cross-examine witnesses under oath. The hearing shall be conducted before an impartial hearing officer appointed by the Associate Dean. The hearing officer shall submit a proposed decision including findings of fact, conclusions, and recommendations within 30 days of the conclusion of the hearing to the complainant, respondent, and the Associate Dean.
  2. Action by the Associate Dean
    The Associate Dean shall, within 10 days of receiving the hearing officer's proposed decision, notify the complainant of the decision to: 1) accept the hearing officer's proposed decision, 2) remand to the hearing officer for further action, or 3) otherwise dispose of the complaint. The notification will inform the complainant of the right to file a complaint with the Equal Employment Opportunity Commission.

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Review and Decision

(Review and decision was rescinded by Secretary as per Federal Register Document Vol. 38, No. 103 filed May 30, 1973.) The complainant may pursue a review by the Equal Employment Opportunity Commission. (The Equal Employment Opportunity Act of 1972.)

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Reports

Annually, the Associate Dean will submit to the President of the University and to the Secretary a report summarizing implementation and operation of the program.

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Maintenance of Records

All documentation, records, and reports will be retained for a minimum of six years. These records will be subject to review at any time by the Associate Dean, the President, and representatives of the U.S. Department of Agriculture authorized by the Secretary or designee.

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Non-Compliance

It is understood that University of Illinois Extension will be in violation of 7 CFR 18 if its responsible personnel fail to carry out the provisions of this program.

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Sanctions

If the Associate Dean finds that any units of University of Illinois Extension or any department or unit of the University of Illinois Extension programs have violated the provisions of this EEO Program, the Associate Dean may initiate action to refuse to authorize payment of funds for University of Illinois Extension or take other appropriate action as provided by law.

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Labor Market Areas

  1. The Labor Market Area for clerical and paraprofessional positions for county and multi-county office positions shall be the sets of contiguous Extension units--list available in the Office of the Director, College Personnel.
  2. The primary Labor Market Area for academic staff will be the State of Illinois and the states which border Illinois. Recruitment shall take place nationally.
  3. The Labor Market Area for State level professional positions shall be the North Central region in the United States. Recruitment shall take place nationally.

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Civil Rights Regulations and Legislation

  1. Civil Rights Act of April 9, 1866
    The first Civil Rights Act, enacted shortly after the abolition of slavery, granted all citizens of the United States the same rights irrespective of race and national origin. Amended by the 1991 Civil Rights Acts, the 1866 law extends protection against discrimination in selection as well as in all other terms and conditions of employment.
  2. Equal Pay Act of 1963
    Requires all employers subject to the Fair Labor Standards Act (FLSA) to provide equal pay for men and women performing similar work.
    In 1972, through Title IX of the Education Amendments Act, coverage of this act was extended beyond employees covered by FLS to an estimated 15 million additional executive, administrative, and professional employees and to outside sales people.
  3. Title VI of the Civil Rights Act of 1964
    Prohibits discrimination based on race, color, or national origin in all programs or activities which receive federal financial assistance.
  4. Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act)
    Prohibits discrimination because of race, color, religion, sex, or national origin, in any term, condition, or privileges of employment (including hiring, firing, promotion, and compensation) in all institutions with 15 or more employees.
    The U.S. Equal Employment Opportunity Commission (EEOC) was created to administer Title VII and to assure equal treatment for all in employment. In 1972, Congress amended Title VII, giving EEOC direct access to the courts.
  5. USDA Secretary's Memorandum No. 1560
    Issued on July 10, 1964, by the Secretary of Agriculture, this directive calls for the implementation of the Civil Rights Act of 1964 in USDA funded programs and activities.
  6. Amendment to Section B.II.B.2. of Supplemental Instructions for Administration of Title VI of the Civil Rights Act of 1964 (Dated July 2, 1965).
    Issued on October 6, 1965, by the Administrator, Extension Service, USDA, this policy statement said each State Extension shall be responsible for determining that Extension personnel assist or conduct programs only through those private organizations that do not discriminate on the basis of race, color, or national origin. Written notification of this Extension Service policy must be given to appropriate officials of private organizations.
  7. Age Discrimination in Employment Act of 1967 (as amended in 1978 and 1986)
    Prohibits employers of 25 or more persons from discriminating against persons 40 years of age or older in any area of employment. The law protects older workers from discrimination in all aspects of employment. It is usually used to protect people who have been terminated involuntarily. Costs to settle complaints are high.
  8. USDA Secretary's Memorandum No. 1662
    Issued on September 23, 1969, by the Secretary of Agriculture, this directive stated the Department's policy on civil rights pertaining to training, program evaluation, compliance, employment, program/employment audits, and complaint investigations.
  9. USDA Secretary's Memorandum No. 1662, Supplement 1
    Issued on July 27, 1970, by the Secretary of Agriculture, this directive called for the development or modification of systems to measure the quantity and quality of services to minority groups.
  10. USDA Secretary's Memorandum No. 1662, Supplement 2
    Issued on May 28, 1971, by the Secretary of Agriculture, this directive called for renewed and strengthened efforts to insure equal access to USDA programs by developing a Public Notification Plan (PNP) that will see that all eligible people, particularly minorities and the underprivileged, are informed of all USDA program benefits and of the protection against discrimination.
  11. Equal Employment Opportunity Act of 1972
    This act strengthened the power and expanded the jurisdiction of the Equal Employment Opportunity Commission (EEOC) in the enforcement of Title VII. As a result, Title VII now covers:
    • All private employers of 1 or more persons.
    • All educational institutions, public and private.
    • State and local governments.
    • Public and private employment agencies.
    • Labor unions with 15 or more members.
    • Joint labor-management committees for apprenticeship and training.
  12. Title IX. Education Amendments Act of 1972
    Extends coverage of the Equal Pay Act. Specific purposes of Title IX are to prohibit discrimination against individuals in federally-funded programs or activities, and in every aspect of employment because of their gender. Title IX provisions include prohibitions against male/female job-related stereotyping, sexual harassment, unequal opportunities for training, advancement and other employment benefits.
  13. USDA Secretary's Memorandum No. 1662, Supplement 5
    Issued on May 18, 1972, by the Secretary of Agriculture, this directive promotes parity of participation by minority groups in the benefits of USDA programs and provides approved targets against which performance can be measured.
  14. Rehabilitation Act of 1973
    Prohibits discrimination in employment against qualified individuals on the basis of physical or mental disabilities. Ties affirmative action for the handicapped and the provision of "reasonable accommodations" for the handicapped. This law is enforced by the Office of Federal Contract Compliance Program (OFCCP).
    The ADA does not require affirmative action but is broader than the Rehabilitation Act. The ADA provides more information on what is meant by "qualified", provides for a jury trail and is enforced by the Equal Employment Opportunity Commission (EEOC).
  15. Vietnam Era Veterans Act of 1974
    Requires federal contractors to make special efforts to employ veterans of Vietnam era.
  16. Pregnancy Disability Act (1978 Amendment of Title VII)
    States that institutions may not discriminate against workers because of pregnancy, childbirth, or related conditions in any employment policy. Applies to educational institutions.
  17. Americans with Disabilities Act of 1990
    Prohibits discrimination against people with disabilities in the areas of employment, public accommodations and services, transportation, and telecommunications.
  18. Civil Rights Act of 1991
    Provides appropriate remedies for intentional discrimination and unlawful harassment in the workplace; to conform statutory guidelines for the adjudication of disparate impact suits under Title VII of the Civil Rights Act of 1964; and to respond to recent decisions of the Supreme Court by expanding the scope of relevant civil rights statutes in order to provide adequate protection to victims of discrimination.
  19. Executive Order 11246
    Requires federal contractors and subcontractors to prepare written affirmative action plans (AAP). The purpose of these plans is to assure measurable, yearly improvements in hiring, training, and promotion of people of color and females in job categories and to the level they are seriously under represented.
  20. State Law
    Many state laws prohibit employment discrimination. When EEOC receives discrimination charges, it may defer them for a limited time to state agencies with comparable jurisdiction. If satisfactory remedies are not achieved, the charges revert to EEOC for resolution.

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