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Selected Equal Opportunity & Affirmative Action Laws & Regulations

UNIVERSITY POLICY

Southern Illinois University Edwardsville (SIUE) prohibits discrimination on the basis of age, color, disability status, gender, marital status, national origin, race, religion, sex (including sexual harassment), sexual orientation, or veteran status regarding the administration of educational programs, admission of students, employment actions, athletics or other sponsored activities. The University complies in letter and spirit with appropriate federal and state legislation.

SELECTED FEDERAL AND STATE LAWS AND REGULATIONS

The University complies with the following federal and state regulations:

1. The Civil Rights Act of 1964 - prohibits discrimination on the basis of race, color, religion, sex, and national origin regarding civil rights.

Title VI of the Civil Rights Act of 1964 - prohibits discrimination on the basis of race, color or national origin under educational programs receiving federal financial assistance.

Title VII of the Civil Rights Act of 1964 - prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.

The Pregnancy Discrimination Act - prohibits discrimination in employment against women affected by pregnancy, childbirth, or related medical conditions. The act is an amendment to Title VII of the Civil Rights Act of 1964.

2. The Age Discrimination in Employment Act of 1967 - prohibits arbitrary age discrimination (age 40 and above) in hiring, discharge, pay, promotions, fringe benefits and other aspects of employment.

3. The Equal Pay Act of 1963 - prohibits sex discrimination in the payment of wages to women and men performing substantially equal work in the same establishment. The law was passed in June 1, 1963.

4. Executive Order 11246 - prohibits discrimination in employment on the basis of race, color, religion, national origin, or sex in institutions with federal contracts over $50,000.

Government contractors are required to develop an Affirmative Action Plan (AAP). The plan includes the work force analysis, under-utilization determinations, and goals and timetables.

5. The Immigration Reform and Control Act of 1986 (IRCA)- prohibits employment discrimination on the basis on national origin and citizenship status against citizens and certain classes of aliens. Citizenship status discrimination applies to citizens, as well as those aliens who have been lawfully admitted for permanent residence, granted temporary resident status, admitted as political refugees, or who have been granted asylum. The 1990 amendments to IRCA extended the protection to seasonal agricultural workers.

6. Title IX of the Education Amendments of 1972 - prohibits discrimination on the basis of sex in any educational programs receiving federal financial assistance, institutions of vocational education, professional education, graduate higher education, and public institutions of undergraduate higher education are covered.

7. The Vietnam Era Veterans' Readjustment Act of 1974 - requires government contractors to take affirmative action to employ and advance in employment qualified disabled and Vietnam era veterans.

8. The Vocational Rehabilitation Act of 1973 - is designed to ensure equal opportunities in employment for qualified individuals with disabilities.

Section 503 - requires government contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. Applies to employment only.

Section 504 - prohibits discrimination against individuals with disabilities in federally-funded programs or activities. Covers employment and students.

9. The Americans with Disabilities ACT - the purpose of the Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA makes it unlawful to discriminate in all employment practices such as: recruitment, hiring, promotion, training, lay-off, pay, firing, job assignments, leave, benefits, and all other employment-related activities.

10. Illinois Human Rights Act - The Illinois Human Rights Act prohibits discrimination in employment, real estate transactions, access to financial credit and the availability of public accommodations because of race, color, religion, sex, national origin, ancestry, age, marital status, physical or mental handicap, on unfavorable discharge from military service.

11. The Genetic Information Non-Discrimination Act of 2008 (GINA) - The Act effective as of November 21, 2009, makes it illegal to discriminate against employees or applicants because of genetic information.

12. The Americans with Disabilities Act Amendments Act of 2008 - The Act makes important changes to the definition of the term "disability". The effect of these changes is to make it easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.