Laws
Age Discrimination in Employment Act (ADEA)plus or minus
The Age Discrimination in Employment Act of 1967, as amended (ADEA), protects individuals who are 40 years of age or older. The ADEA has no upper age limit. ADEA Sections 4(a), (b), and (c) prohibit an employer, employment agency, or labor organization from discriminating against any individual with respect ot compensation, terms conditions, or privileges of employment because of his/her/ age. These sections also prohibit covered entities from depriving an individuals of employment opportunities or taking any other adverse action against an individual because of his/her age. The ADEA covers employers with 20 or more employees, employment agencies, and labor organizations, as well as the agents of these entities. The term "employer" includes state and local governments. Although the United States is excluded from the ADEA's definition of "employer," the Act's prohibitions against age discrimination also apply to the federal government.Americans with Disabilities Act 1990, 2008plus or minus
The Americans with Disabilities Act of 1990 (ADA), amended in 2008, makes it unlawful to discriminate against a qualified/otherwise eligible person who has a disability in the area of employment, public services, transportation, public accommodations and telecommunications.
For more information, please visit: http://www.eeoc.gov/policy/docs/902cm.htmADA Rehabilitation Act of 1974plus or minus
Sections 504 of the Rehabilitation Act:
"No otherwise qualified individual in the United States, shall solely by reason of his/her handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance."(PL 93-112, 2973)Section 504 defines a handicapped person as any individual who has a physical or mental impairment that substantially limits one or more major life activities.Title VI and Equal Opportunityplus or minus
Title VI prohibits discrimination on the basis of race, color or national origin under any program or activity receiving federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is the provision of employment or where employment discrimination causes discrimination in providing services under such programs. Title VII prohibits discrimination in employment on the basis of race, color, religion, sex or national origin. In certain instances, differential treatment is allowed for religion, sex, or national origin if it is a bona fide occupational qualification. Sexual harassment is also prohibited under this law as are all forms of harassment based on membership in a protected class.
More information on Title VI and Equal Opportunity can be found on the U. S. government website http://www.eeoc.gov/Title VII and the Civil Rights Act of 1964plus or minus
Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex or national origin. Title VII's prohibition of discrimination includes discrimination in hiring, firing, promotions, wages, job assignments, fringe benefits and other terms and conditions employment. It covers private employees with 15 or more employees, as well as federal, state and local government employees. The law also prohibits employment agencies from discriminating when they refer people for jobs, and it prohibits unions from discriminating with regard to their membership.
Civil Rights Act of 1964
Comprehensive U.S. law intended to end discrimination based on race, color, religion, or national origin. It is generally considered the most important U.S. law on civil rights since Reconstruction (1865-77). It bans discrimination, including sex based discrimination, by trade unions, schools, or employers that are involved in interstate commerce or do business with the federal government (Title VII); and assures nondiscrimination in the distribution of funds under federally assisted programs (Title VI).Title IXplus or minus
What is Title IX?
The University of Scranton is committed to a safe working, learning and living environment which is free from all forms of discrimination, harassment and sexual misconduct. Title IX is a Federal law that states,
"No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or subjected to discrimination under any education program or activity receiving Federal financial assistance."
Title IX prohibits a university from discriminating on the basis of sex in admissions, recruitment, financial aid, academic programs student treatment and services, counseling and guidance, discipline, classroom assignment, grading, vocational, education, recreation, physical education, athletics, housing and employment. Sexual harassment is also a form of gender discrimination.
Sexual Harassment and Sexual Misconduct
The Sexual Harassment and Sexual Misconduct Policy is the University’s policy to ensure that it is in compliance with Title IX and to provide the University community with a process in reporting, resolving and, if appropriate, redressing instances of discrimination or harassment based on sex. The University is committed to creating an accessible and inclusive environment for all students, faculty and staff. The University has a comprehensive policy addressing reporting, resources, support, process, etc.
Link to Policy:
Reporting an Incident
The University provides individuals the ability to anonymously report incidents of bias, hate, discrimination and harassment, including sexual harassment and sexual misconduct.Elizabeth M. Garcia, University Title IX Coordinator and Executive Director of the Office of Equity and Diversity, is responsible for oversight and implementation of the University’s Non-Discrimination and Anti-Harassment Policy, and Sexual Harassment and Sexual Misconduct Policy. - Incident Reporting Form: https://scranton.i-sight.com/external-capture
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Note: Reporting individuals may use this link to file reports anonymously. Reports made here are received by the Executive Director in the Office of Equity and Diversity. All anonymous reports will be reviewed and processed per the University's policy; however, anonymous reports may hamper the University’s ability to fully respond.
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University Title IX Coordinators
Title IX CoordinatorElizabeth M. Garcia, JD
Title IX Coordinator and Executive Director
The University of Scranton
Office of Equity and Diversity
Institute of Molecular Biology & Medicine, Suite 315
Scranton, Pennsylvania 18510
Phone: 570-941-6645
E-mail: elizaberh.garcia2@scranton.edu
Web: www.scranton.edu/diversityDeputy Title IX CoordinatorChristine M. Black, JD
Deputy Title IX Coordinator and Assistant Director
The University of Scranton
Office of Equity and Diversity
Institute of Molecular Biology & Medicine,Suite 315
Scranton, Pennsylvania 18510
Phone: 570-941-6645
E-mail: christine.black@scranton.edu
Web: www.scranton.edu/diversityStudents who have questions about Title IXmay also contact:Employees who have questions about Title IXmay also contact:Deputy Title IX Coordinator - StudentsLauren Rivera, JD, M.Ed.
Asst Vice President for Student Life, Dean of Students
The University of Scranton
The Patrick & Margaret DeNaples Center,Suite 201
Scranton, Pennsylvania 18510
Phone: 570-941-7680
E-mail: lauren.rivera@scranton.edu
Website: www.scranton.edu/dosDeputy Title IX Coordinator - EmployeesPatricia L. Tetreault, SHRM-SCP, SPHR
Vice President for Human Resources
The University of Scranton
St. Thomas Hall,Suite 100
Scranton, PA 18510
570-941-7767
Email: patricia.tetreault@scranton.edu
Website: www.scranton.edu/hrThe United States Department of Education’s Office for Civil Rights (OCR) enforces Title IX. Information regarding OCR may be found at www.ed.gov/about/offices/list/ocr/index.html. - Incident Reporting Form: https://scranton.i-sight.com/external-capture
Vietnam Era Veterans Readjustment Act (1974)plus or minus
Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA) - Requires that contractors and subcontractors with a federal contract or subcontract in the amount of $100,000 or more, entered into on or after December 1, 2003, for the purchase, sale, or use of personal property or non-personal services (including construction), take affirmative action to employ and advance in employment qualified covered veterans. Disabled veterans, recently separated veterans (veterans within 3 years of their discharge or release from active duty), veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized (referred to as “other protected veterans”), and Armed Forces service medal veterans are covered veterans under VEVRAA.
Prior to amendments made by the Jobs for Veterans Act (JVA), VEVRAA applied to contracts in the amount of $25,000 or more, and covered other categories of veterans. The JVA amendments apply only to contracts entered into on after December 1, 2003. For contracts or subcontracts of $25,000 or more, entered into before December 1, 2003, VEVRAA requires contractors to employ and advance in employment qualified disabled veterans, veterans of the Vietnam era, recently separated veterans (veterans within 1 year of their discharge or release from active duty), and other protected veterans.
41 CFR Part 60-250 - Regulations describing the affirmative action obligations of contractors and subcontractors for qualified special disabled veterans and veterans of the Vietnam era.
