Many of the activities and policies at the Laboratory related to equal opportunity and affirmative action correspond to requirements within state or federal employment laws. These laws provide a foundation for sound buisness practices in an increasingly diverse domestic and global environment. We offer the information below to provide the reader with a brief overview of relevant employment laws that provide context for OEOD activities. It is not meant to be an all-inclusive list nor to be used as a legal resource.
This federal law prohibits employment discrimination based on race, color, religion, sex, or national origin. In 1991 the Civil Rights Act was amended to provide monetary damages in cases of intentional employment.
President Johnson issued this order in 1965 and it is the basis for the development of affirmative action plans. It specifically prohibits discriminatory policies and practices within federal contracts, and requires contractors to take positive action to correct the most serious inequities of the past.
The EPA protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
The ADEA protects individuals who are 40 years of age or older.
This law prohibits federal contractors and subcontractors with contracts valued at $25,000 or more from discriminating against special disabled veterans, Vietnam-era veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized and requires them to take affirmation action in hiring and promoting such veterans. Contractors and subcontractors with 50 or more employees and federal contracts valued at $50,000 or more are also required to prepare and maintain affirmative action plans.
The ADA prohibits discrimination against qualified individuals with disabilities in the private sector, and in state and local governments.
This law prohibits discrimination against qualified individuals with disabilities who work in the federal government.
This state law was enacted to ensure that all New Mexicans are protected from discriminatory practices in employment, housing, credit, and public accommodation. Employment and services can not be offered or denied based on an individual's race, color, national origin, ancestry, religion, sex, age, physical or mental handicap, or serious medical condition. Employers with 50 or more employees are also prohibited from discriminating based on spousal affiliation. Employers with 15 or more employees may not discriminate against an employee based on the employee's sexual orientation or gender identity.
