UW-River Falls

About this Site

Recognizing the value of diversity and free speech, Equity, Affirmative Action and Compliance at the University of Wisconsin-River Falls maintains this web site as a resource for faculty, staff, students, alumni, and any visitors. This web site also contains external links to other web sites not under the control of the University. Listing of a web site does not imply endorsement by the University of Wisconsin-River Falls or by Equity, Affirmative Action and Compliance . While every effort has been made to ensure the high quality and accuracy of the site, UW-River Falls and Equity, Affirmative Action and Compliance make no warranty, express or implied concerning the site's content, accuracy, or timeliness of the site service.

New sites are added, and current lists are checked for links which may be relocated or no longer functioning. Please e-mail any general comments, suggestions, or concerns about Equity, Affirmative Action and Compliance pages to AAEEO@uwrf.edu.

The links are a selection of resources on EEO/AA policies, diversity issues, employment and career development topics, and related services for students, staff, and faculty.

Federal Laws and Regulations

Affirmative Action Chapter 60

This order contains Federal affirmative action regulations for contractors and subcontractors. Each institution must develop a written affirmative action compliance program for each of its establishments and are required to transform the programs from paper commitments to equal employment opportunity.
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Age Discrimination in Employment Act of 1967 (ADEA)

The purpose of this act is to protect employees and job applicants who are 40 years or older from employment discrimination based on age. This act prohibits discrimination against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.
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Americans with Disabilities Act of 1990

Title I of this Act states that no entity shall discriminate against a qualified individual with a disability because of the individual's disability in regard to job application procedures, hiring, advancement, discharge, compensation, training and other terms, conditions and privileges of employment.

Title II of the Act states that no qualified individual with a disability shall, by reason of such disability, be excluded from participation in or be denied the benefits of the services, programs or activities of a public entity, or be subjected to discrimination by any such entity.

A "qualified individual with a disability" is any individual with a disability who, with or without reasonable modifications to rules, policies or practices; the removal of architectural, communication or transportation barriers; or the provision of auxiliary aids and services, meets the essential eligibility requirements of employment, receipt of services or participation in programs or activities provided by a public entity.
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The Civil Rights Act of 1991

This act reverses in whole or part several Supreme Court decisions interpreting Title VII. The Civil Rights Act of 1991 includes the following provisions: requires the employer to demonstrate that a challenged employment practice is job-related for the position in question and consistent with business necessity; stipulates that a violation is established when discrimination is a motivating factor, even though other factors also motivated the challenged actions; and allows employees to challenge a seniority system allegedly adopted with a discriminatory purpose when that system adversely affects them, or when they become covered by it.
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Equal Access Act

This act states that it shall be unlawful for any public secondary school which receives Federal financial assistance and which has a limited open forum to deny equal access or a fair opportunity to, or discriminate against, any students who wish to conduct a meeting within that limited open forum on the basis of the religious, political, philosophical, or other content of the speech at such meetings.
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The Equal Pay Act of 1963

Prohibits the discrimination between employees of the opposite sex from receiving equal wages for equal work on jobs where the performance requires equal skill, effort, and responsibility, and are performed under similar working conditions. Exceptions are allowed in conditions of a seniority system, a merit system, a system which measures earning by quantity or quality of production, or a differential based on any other factor other than sex as long as there is no wage reduction of an employee.
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Executive Order 11246

Contractors will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contract will take affirmative action to ensure this order and is shall include, but not be limited to employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship.
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Family and Medical Leave Act (FMLA)

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.
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Section 503, Rehabilitation Act of 1973

This act provides Federal regulations for businesses regarding affirmative action for individuals with disabilities.
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Section 504, Rehabilitation Act of 1973

Section 504 provides Federal regulations regarding the denial of benefits based on disability.
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Title VI of the Civil Rights Act of 1964

Title VI specifies that any program or activity receiving Federal financial assistance shall not exclude from participation, deny benefits, or discriminate against any person in the U.S. on the grounds of race, color, religion, sex, or national origin. Affirmative action measures should be taken to assure equal opportunity and make up for historic and continuing discrimination.
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Title VII of the Civil Rights Act of 1964

This act states that the policy of the U.S. Government is to provide equal opportunity in employment for all persons. The policy prohibits discrimination in employment because of race, color, religion, sex, or national origin. The policy promotes equal opportunity through affirmative action in each Federal department and agency. Equal opportunity must be an integral part of personnel policy and practice including employment selection, training, advancement and treatment.
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Title IX of the Education Amendments of 1972

Title IX specifically prohibits discrimination against individuals in federally-funded programs or activities, and in every aspect of employment because of their gender. Title IX provisions include prohibitions against male/female job-related stereotyping, sexual harassment, unequal opportunities for training, advancement and other benefits of employment.
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U.S. Code Title 42 Chapter 35

This U.S. Code entitles the older people of our Nation to freedom and independence as well as equal opportunity in adequate retirement income, medical accessibility, obtaining and maintaining suitable housing, and equal opportunity in employment with no age discrimination.
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Vietnam Era Veterans' Readjustment Assistance Act of 1974 (38USC4212)

This Act provides Federal regulations for businesses to take affirmative action to employ and advance in employment qualified special disabled veterans, veterans of the Vietnam era and any other veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
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