Laws and Regulations
Equal Opportunity is the law, and discrimination is prohibited by the following:
Equal Pay Act of 1963
The Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same establishment.
Title VI and VII Civil Right Acts of 1964, as amended
The most prominent source of anti-bias employment rules is Title VII of the Civil Rights Act of 1964, as amended. This statute 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 on the basis of age in hiring, promotion, discharge, compensation, terms, conditions or privileges of employment.
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 which receive Federal assistance.
Rehabilitation Act of 1973, including Section 503 and 504
Section 503 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.
Age Discrimination Act of 1975
The Age Discrimination Act of 1975 prohibits discrimination based on age in programs or activities that receive federal financial assistance.
Kansas Act Against Discrimination and Kansas Age Discrimination In Employment Act (pdf) and the Family and Medical Leave Act of 1993 (FMLA)
Entitles eligible employees to take up to twelve weeks of unpaid leave for medical reasons, for the birth or adoption of a child, and for the care of a 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 past, present, or future military service.
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 on the basis of disability. 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 for Veterans and Individuals with Disabilities - 2013
Effective March 24, 2014, OFCCP Final Rules were implemented in regard to recruiting qualified veterans and individuals with disabilities. Rule changes include 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.
Any individual who feels he or she has been discriminated against any of the acts above should contact the Office of Institutional Equity and Compliance at (785) 532-6220. All inquiries are confidential, to the extent permitted by law, and no person should fear reprisals as it is the mission of the Office of Institutional Equity to provide equitable resolutions to complaints to ensure an environment at the University that is free of discrimination, harassment and retaliation. Retaliation against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice is prohibited by University policy and Federal law.
U. S. Department of Labor, Office of Federal Contract Compliance Programs
Title IX of the Civil Rights Amendments of 1972
In April 2011, the Office of Civil Rights issued a "Dear Colleague Letter" reminding educational institutions to address incidents of sexual violence not only as crimes, but as violations of Title IX.
In October 2010, the Office of Civil Rights issued a "Dear Colleague Letter" reminding educational institutions that acts of bullying may violate civil rights laws, such as Title IX, in cases in which the conduct is targeted toward an individual because of one's sex.
The United States Department of Education’s Office for Civil Rights (OCR) is the enforcement agency for Title IX. The OCR publishes information on Title IX on its website.
Sexual harassment of students is illegal. A federal law, Title IX of the Education Amendments of 1972 (Title IX), prohibits discrimination on the basis of sex, including sexual harassment, in education programs and activities.
The revised guidance reaffirms the compliance standards that OCR applies in investigations and administrative enforcement of Title IX of the Education Amendments of 1972 (Title IX) regarding sexual harassment.
Information and Resources for Pregnant and Parenting Students
Title IX provides for equal educational opportunities for pregnant and parenting students. It prohibits educational institutions from discriminating against pregnant students based upon their marital status and cannot discriminate against a student because of childbirth, false pregnancy, or recovery from related conditions. Learn more about your rights as a pregnant or parenting student.