ion is generally perceived as a policy or program for correcting the effects of discrimination in the employment or education of members of protected minority groups, such as ethnic minorities, women, the handicapped, the aged, immigrants, and religious groups.3
Additional acts related to EEO/AA are the Rehabilitation Act of 1973, the National Labor Relations Act (NLRA), and the Civil Rights Restoration Act of 1988. Handicap discrimination is not a basis for cause of action under Title VII; however, it is mandated under Sections 503 and 504 of the Rehabilitation Act of 1973. In general, the Rehabilitation Act requires that employers change employment policies and physical conditions conducive to handicapped workers. Moreover, Section 503 states that federal contractors and subcontractors who receive contracts of $2,500 or more must include an EEO/AA clause agreeing to employ and advance qualified handicapped workers.4 Section 504 prohibits discrimination on the basis of handicaps in any program receiving federal funds or assistance. NLRA prohibits employers from coercing, interfering with, or discriminating against employees and labor organizations. In 1988, Congress passed the Civil Rights Restoration Act which declared that entire institutions and government agencies are subject to penalty if any programs or
activities governed by those institutions or agencies failed to comply with federal guidelines regarding discrimination.
Enforcement. To ensure that federal guidelines regarding discrimination are followed, there are three governing bodies: (a) the Equal Employment Opportunity Commission (EEOC), (b) the Office of Federal Contract Compliance Program (OFCCP) under the U.S. Department of Labor, and (c) the National Labor Relations Board. The primary governing body over the EEO/AA programs, as directed by Title VII, is the EEOC. The EEOC was created and designated with primary responsibility of administering Title ...