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Many Federal and State laws along with FIU policies impact the work and operations of our University. These laws and policies inform the University's non-discrimination and equal opportunity efforts, as well as provide protection from retaliation for those who speak up with a sincere and reasonable belief that they have been unfairly treated. These laws and policies are enforced by Federal agencies such as the Office of Federal Contract Compliance Program (OFCCP), the Equal Employment Opportunity Commission (EEOC), as well as FIU's Office of Civil RIghts Compliance and Accessibility (CRCA). See further below for a list of applicable laws and policies. 

Notice of Non-Discrimination

Federal law requires that the following statement be included in all job postings:


FIU is a State University System of Florida member, Equal Opportunity, Equal Access, and Affirmative Action Employer for individuals with disabilities and veterans. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability, or protected veteran status. For inquiries regarding non-discrimination, contact FIU's Office of Civil Rights Compliance and Accessibility at 305.348.2785 or email ocrca@fiu.edu.

Reasonable Accommodation Statement

Federal law requires that the following statement be included in all promotional materials for University events and programs, and must be displayed in much the same way as you would the location, date and time of an event or program. 

Should you need an ADA accommodation to participate in a University event, program, or activity or need to request materials in an accessible format, please contact FIU's Office of Civil Rights Compliance and Accessibility (CRCA) at 305-348-2785 or accommodations@fiu.edu. All requests for ADA accommodation or accessible materials for this event must be submitted to CRCA at least seven (7) business days prior to the event or at the earliest possible opportunity. 

Federal Laws

  • Pay Transparency Non-discrimination 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.  

  • 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. 

  • 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.

  • 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. 

  • 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. 

  • The Genetic Information Non-discrimination 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 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 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. 

  • 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. 

  • 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 employees sincerely held religious practices unless doing so would impose an undue hardship on the operation of the employer's business. 

  • 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. 

State Laws

  • 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.

  • Florida Public Records Law

    Florida Public Records Law (Chapter 119, Florida Statutes), commonly known as the Sunshine Law, ensures transparency by granting the public access to government records and meetings. This law applies to all state, county, and municipal agencies, including public universities in Florida, which must make their records, meetings, and decision-making processes open and accessible to the public. Public universities are required to comply with these laws by providing access to records such as budgets, emails, and meeting minutes unless specifically exempted by law.

FIU Policies

  • FIU-105: Sexual Harassment (Title IX) and Sexual Misconduct

    Florida International University is committed to encouraging and sustaining a learning and living environment that is free from discrimination based on sex. Discrimination based on sex encompasses Sexual Misconduct, Sexual Harassment, Gender-Based Harassment, Domestic Violence, Dating Violence, and/or Stalking.

    Learn more about the FIU-105 here

  • FIU-106: Non-discrimination, Harassment and Retaliation (Title VII)

    Florida International University affirms its commitment to ensure that each member of the University community shall be permitted to work or study in an environment free from any form of illegal discrimination, including race, color, sex, pregnancy, religion, age, disability, national origin, marital status, and veteran status.

    Learn more about FIU-106 here

  • FIU-107: Intimate Relations

    FIU's Intimate Relationships Regulation, FIU-107, prohibits and addresses workplace relationships involving employees with authority. It specifically focuses on romantic, intimate, or dating relationships where an employee holds supervisory, evaluative, or advisory duties over another University community member. Those participating in existing relationships that fall within the scope of this regulation must disclose their status to the Office of Employee and Labor Relations (ELR) by logging on to: https://myhr.fiu.edu, using the “Employee” tab, to disclose your relationship(s). 

    Learn more about FIU-107 here

  • FIU-872: Reasonable Accommodations for Faculty, Staff, and Employment Applicants/Candidates

    FIU's Reasonable Accommodations for Faculty, Staff, and Employment Applicants/Candidates Regulation, FIU-872, outlines the process when the University will provide a reasonable accommodation which enables a qualified individual with a disability to perform the essential functions of a job, making it possible for an employee with a disability to enjoy equal benefits and privileges of employment, and ensuring equal opportunity in the application process.

    Learn more about FIU-872 here