Equal Opportunity is the law and discrimination is prohibited by the following:
Equal Pay Act of 1963:
The Equal Pay Act, as amended, prohibits sex discrimination in payment of wages to women and men with similar knowledge and experience performing substantially equal work for the same employer in at the same location.
Title VI and VII Civil Rights Acts of 1964, as amended:
The most prominent sources of anti-bias laws are contained in the Civil Rights Act of 1964, as amended. This statue forbids discrimination in all areas of the employer-employee relationship, from advertisement for new employees through termination or retirement, on the basis of race, color, sex (including pregnancy and sexual harassment), religion, and national origin.
Executive Order 11246 issued in 1965, as amended:
The Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.
Age Discrimination in Employment Act of 1967, as amended:
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, compensation, and/or terms, conditions or privileges of employment.
Age Discrimination in Employment Act of 1975:
The Age Discrimination Act of 1975 prohibits discrimination based on age in educational programs or activities that receive federal financial assistance.
Title IX of the Education Amendments of 1972:
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities that receive federal assistance.
Rehabilitation Act of 1973, including Section 503 and 504:
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disabilities and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job.
Vietnam Era Veterans Readjustment Act of 1974:
38 U.S.C. 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 prohibits job discrimination and requires affirmative action to employ and advance in employment qualified Vietnam Era veterans and qualified special disabled veterans.
New Mexico Human Rights Act (NM Stat. Sec 28-1-1 et seq.):
The New Mexico Human Rights Act prohibits discrimination in employment on the basis of race, color, age, religion, national origin, ancestry, sex, sexual orientation, gender identity, spousal affiliation, physical or mental disability or serious medical condition.
Federal Family Medical Leave Act:
The Federal Family Leave Act entitles eligible employees to take up to twelve weeks of unpaid leave for medical reasons, for the birth or adoption of a child, or for the care of child, spouse, or parent who has a serious health condition.
Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA, 38 U.S.C. §§ 4301 – 4335):
USERRA is a federal law intended to ensure that persons who serve or have served in the Armed Forces, Reserves, National Guard, or other uniformed services, are not disadvantaged in their civilian careers because of their service, are promptly reemployed in their civilian jobs upon their return from duty, and are not discriminated against in employment based on the past, present, or future military service.
The Genetic Information Nondiscrimination Act of 2008 (GINA):
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits discrimination by employers and insurers on the basis of genetic information about potentially inheritable diseases and health conditions.
Americans with Disabilities Act of 1990/ Americans with Disabilities Act Amendments Act of 2008:
The Americans with Disabilities Act of 1990, as amended, protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment. A qualified applicant or employee is an individual that is able to perform the essential function of the position, with or without reasonable accommodation. The law also requires that covered entities provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship.
Final Rule of Veterans and Individuals with Disabilities – 2013:
Effective March 24, 2014, OFCCP Final Rules were implemented with regard to recruiting qualified veterans and individuals with disabilities. Rule changes added hiring benchmarks, utilization goals, data collection, records access, self-identification process, Equal Opportunity language in contracts, job listing specifications, and changes required by the ADA Amendments Act of 2008.