Federal Agency Resources
For equal opportunity, affirmative action and diversity professionals, inter alia, the following is a list of federal agencies and related resources that may be of use in your professional and compliance activities. Please note that this is not a comprehensive list and is subject to change.
This section provides information regarding resources for professionals conducting federal EEO investigations as well as others. Relevant information concerning federal agency resources may also be found in the Legal Issues and Public Policy sections as well.
For more Federal, state and local resources, please click here
Federal Agencies: <
U.S. Equal Employment Opportunity Commission (EEOC)
The Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing laws prohibiting to discrimination. It enforces laws prohibiting discrimination due to race/color, age, sex, disability, gender identity, and sexual orientation.
The EEOC investigates discrimination complaints and attempts to settle them. In the case complaints are not settled, the EEOC may file a lawsuit on behalf of the individual or general public. The EEOC also conducts outreach programs to prevent cases of discrimination.
Disabilities: A Resource Guide for Employers (EEOC)
The ADA: A Primer for Small Business (EEOC)
Harassment: Checklists and Chart of Risk Factors for Employers (EEOC)
Fact Sheet on Religious Garb and Grooming in the Workplace: Rights and Responsibilities (EEOC)
Compliance Manual on Religious Discrimination (EEOC)
U.S. Department of Labor - Office of Federal Contract Compliance Programs (OFCCP)
The Office of Federal Contract Compliance Programs is an agency within the US Department of Labor responsible for monitoring employers who do business with the federal government (federal contractors and subcontractors) in ensuring they are not using discriminatory employment practices. Unless specifically exempted, OFCCP requires most federal contractors who have contracts of more than $10,000 to meet nondiscrimination and equal employment opportunity requirements.
- Contractors with at least 50 employees that have contracts of $50,000 or more are required to develop written Affirmative Action Programs under EO 11246 and Section 503.
- Contractors with at least 50 employees that have contracts of $150,000 or more are required to develop a written Affirmative Action Programs under VEVRAA.
Understanding OFCCP's Sec. 503 Recordkeeping Requirements (OFCCP)
Understanding OFCCP's VEVRAA Recordkeeping Requirements (OFCCP)
Technical Assistance Guide: Supply and Service Contractors (OFCCP)
Technical Assistance Guide: Construction Contractors (OFCCP)
Technical Assistance Guide: Small Federal Contractors (OFCCP)
Technical Assistance Guide: Educational Institutions (OFCCP)
Know Your Rights - Worker Pamphlets (OFCCP)
Other important federal agencies and resources to keep up with:
U.S. Department of Education Office for Civil Rights
U.S. Department of Justice Civil Rights Division
Freedom of Information Act (FOIA)
FOIA Library / Electronic Reading Room
Federal Laws EEOC and OFCCP enforce:
Title VII of the Civil Rights Act of 1964
Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin at any phase of employment including hiring, recruiting, pay, termination, and promotions. It applies to employers with 15 or more employees, colleges and universities, employment agencies, and labor organizations.
The Equal Pay Act of 1963 was a landmark federal anti-discrimination law aimed to reduce gender discrimination in the workplace. It prohibits employers from paying men and women different wages or benefits for doing jobs that require the same skills and responsibilities.
1965 - Executive Order 11246
Executive Order 11246 prohibits federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. It also requires affirmative action to ensure equal opportunity is provided in all aspects of employment.
2014 - Executive Order 13665 amended Executive Order 11246 to prohibit contractors from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others.
The Age Discrimination in Employment Act of 1967
The Age Discrimination in Employment Act (ADEA) prohibits employers from making hiring/firing and promotion decisions based on an applicants or employees age. It protects individuals who are at least 40 years old.
The Pregnancy Discrimination Act of 1978 amended Title VII of the Civil Rights Act of 1964 to prohibit employers from making decisions about hiring, firing, or promoting workers based on pregnancy, childbirth, or related medical conditions.
The Civil Rights Act of 1991 was created to strengthen Title VII of the Civil Rights Act of 1964 as a response to a set of Supreme Court cases (Patterson v. McLean Credit Union - 1988, Wards Cove Packing Co. v. Atonio - 1989, Price Waterhouse v. Hopkins - 1989, Martin v. Wilks - 1989) which proved to undermine workers’ rights. In particular, the law expanded the methods in which employers can sue, such as offering a trial by jury in discrimination cases and presenting the opportunity to collect money in damages.
Titles I and V 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.
Section 503 of the Rehabilitation Act of 1973
Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.
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.
Vietnam Era Veterans' Readjustment Assistance Act of 1974
VEVRAA prohibits federal contractors and subcontractors from discriminating in employment against protected veterans, and requires these employers to take affirmative action to recruit, hire, promote, and retain these veterans.
The Genetic Information Nondiscrimination Act of 2008
This law makes it illegal to discriminate against employees or applicants due to 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.
Pandemic Preparedness in the Workplace and the Americans with Disabilities Act
Additional Resources:
"What is Age Discrimination?" Definition & Examples of Age Discrimination