Civil Rights Act
Title VII of the Civil Rights Act of 1964, 1991 as amended, prohibits public and private employers from discriminating in employment against individuals because of race, color, national origin, religion or sex. The law prohibits not only intentional discrimination, but also neutral job policies that disproportionately exclude minorities and that are not job related. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act.
Age Discrimination in Employment Act
The Age Discrimination in Employment Act of 1967, (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The Age Discrimination in Employment Act of 1975 (ADEA) protects individuals of any age from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of age with respect to any term, condition, or privilege of employment. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.
Americans with Disabilities Act
The Americans with Disabilities Act of 1990 prohibits employers from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment.
A person with a disability is one who:
- Has a physical or mental impairment that substantially limits one or more major life activities;
- Has a record of such an impairment; or
- Is regarded as having such impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.
Reasonable accommodation may include,
- Making existing facilities used by employees readily accessible to and usable by persons with disabilities;
- Job restructuring, modifying work schedules, reassignment to a vacant position;
- Acquiring or modifying equipment or devices, adjusting or modifying examinations,
- Training materials, or policies, and providing qualified readers or interpreters.
An employer is required to accommodate the known disability of a qualified applicant or employee if it would not impose an “undue hardship” on the operation of the employer’s business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources and the nature and structure of its operation. An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obliged to provide personal use items such as glasses or hearing aids.
Equal Pay Act
The Equal Pay Act of 1963 prohibits discrimination on the basis of sex in the payment of wages or benefits, where men and women perform work of similar skill, effort, and responsibility for the same employer under similar working conditions. Employers may not reduce wages of either sex to equalize pay between men and women.
Title IX of the Education Amendments of 1972
Title IX of the Education Amendments of 1972 prohibits discrimination based on sex against students and employees of education agencies and institutions receiving federal funds.
Vietnam Era Veterans Readjustment Act of 1974
The Vietnam Era Veterans Readjustment Act of 1974 requires employers with federal contracts to take affirmative steps to employ and advance in employment qualified disabled veterans and Vietnam era veterans.
Pregnancy Discrimination Act of 1978
The Pregnancy Discrimination Act of 1978 is an amendment to Title VII of the Civil Rights Act. It prohibits discrimination based on pregnancy, childbirth, or related medical conditions and applies to all terms and conditions of employment, including hiring, firing, promotion, leave, and benefits.
The Immigration Reform and Control Act
The Immigration Reform and Control Act prohibits employers from discriminating in employment based on citizenship or national origin. It also requires employers to verify the identity and employment authorization of all employees.
WCC created the Office of Student Diversity and Inclusion (OSDI) in 2014. A number of events were held to celebrate diversity on campus, including the Diversity Extravaganza, events for Black History Month and Women’s History Month, and LGBTQA+ Pride Day. Goals have been developed, and classes have been identified that focus on diversity issues.
WCC-OSDI has also worked with the Ombudsperson and other WCC offices to address specific incidents of harassment and inappropriate treatment. Please see our Contact Information if you wish to report an incident or concern.
WCC-OSDI will continue to sponsor educational events and celebrations, and to look for ways to promote and appreciate the diverse students, faculty, staff and visitors at WCC. If you have an idea for an event or activity, please contact us!