Civil Rights Laws
Any individual who feels they have been discriminated against should contact the Office of Institutional Equity. All inquiries are confidential, to the extent permitted by law, and no person should fear retaliation. 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.
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
Title VI of the Civil Rights Act of 1964 is the Federal law that protects individuals from discrimination on the basis of their race, color, or national origin in programs that receive Federal financial assistance.
Kansas State University, as a recipient of Federal financial assistance and under Title VI of the Civil Rights Act of 1964 and related statutes, ensures that no person shall on the grounds of race, religion (where the primary objective of the financial assistance is to provide employment per 42 U.S.C. S 2000d-3) color, national origin, sex, age, or disability be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any University programs or activities.
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 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.
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.
Violence Against Women Act (VAWA) Amendments to Clery - 2014
The Violence Against Women Act (VAWA) amendments to the Clery Act expand the rights afforded to campus survivors of sexual assault, domestic violence, dating violence, and stalking and details the role of law enforcement, the types of crime mandated for reporting, and stipulates the need for violence prevention programming.
For more information, see Clery Compliance at K-State.