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The Office of Federal Contract Compliance Program (OFCCP)

The federal government's Office of Federal Contract Compliance Programs (OFCCP) protects workers, promotes diversity, and enforces the law. OFCCP holds those who do business with the federal government (contractors and subcontractors) responsible for complying with the legal requirement to take affirmative action and not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or status as a protected veteran. FIU is a federal contractor, and the OFCCP may audit university processes at any time to ensure compliance withfederal laws, and to ensure reasonable good faith efforts in all university processes impacting employees.

Laws Enforced by the OFCCP

  • Executive Order 11246

    Executive Order 11246 requires affirmative action and prohibits federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. Contractors are also prohibited from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations. 

  • Section 503 of the Rehabilitation Act of 1973

    Section 503 of the Rehabilitation Act of 1973 is a law that prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals.

  • Vietnam Era Veterans' Readjustment Assistance Act

    The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) is a law that prohibits federal contractors and subcontractors from discriminating in employment against protected veterans and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals. 

For more information on the US Equal Employment Opportunity Commission (EEOC) visit eeoc.gov

The Equal Employment Opportunity Commission (EEOC)  

The US Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, childbirth, or related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The laws apply to all work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. 

Laws Enforced by the EEOC

  • Title VII of the Civil Rights Act of 1964 (Title VII)

    This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employeessincerely held religious practices unless doing so would impose an undue hardship on the operation of the employer's business. 

  • The Pregnancy Discrimination Act

    This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. 

  • The Equal Pay Act of 1963 (EPA)

    This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. 

  • Pay Transparency Nondiscrimination Provision

    A Federal contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.  

  • The Age Discrimination in Employment Act of 1967 (ADEA)

    This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. 

  • Title I of the Americans with Disabilities Act of 1990 (ADA)

    This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee unless doing so would impose an undue hardship on the operation of the employer's business. 

  • Sections 102 and 103 of the Civil Rights Act of 1991

    Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases. 

  • Sections 501 and 505 of the Rehabilitation Act of 1973

    This law makes it illegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee unless doing so would impose an undue hardship on the operation of the employer's business. 

  • The Genetic Information Nondiscrimination Act of 2008 (GINA)

    This law makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history). The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. 

  • The Pregnant Workers Fairness Act of 2022 (PWFA)

    This law requires that a covered entity provide a reasonable accommodation to a qualified worker's known limitation related to pregnancy, childbirth, or related medical conditions, absent undue hardship. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, participated in an employment discrimination proceeding (such as an investigation or lawsuit), or reasonably opposed discrimination. 

For more information on the US Equal Employment Opportunity Commission (EEOC) visit eeoc.gov 

Additional Florida State Laws that inform the work of ACE

  • Florida Civil Rights Act of 1992

    The Florida Civil Rights Act of 1992 secures for all individuals within the state, freedom from discrimination because of race, color, religion, sex, national origin, age, handicap, or marital status and thereby protects Floridians’ interest in personal dignity, to make available to the state their full productive capacities, to secure the state against domestic strife and unrest, to preserve the public safety, health, and general welfare, and to promote the interests, rights, and privileges of individuals within the state.