Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment by Federal contractors.
Asking About, Disclosing, or Discussing PayĮxecutive Order 11246, as amended, protects applicants and employees of Federal contractors from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees. If you are applying for a job with, or are an employee of, a company with a Federal contract or subcontract, you are protected under Federal law from discrimination on the following bases: Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National OriginĮxecutive Order 11246, as amended, prohibits employment discrimination by Federal contractors based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) enforces the nondiscrimination and affirmative action commitments of companies doing business with the Federal Government.
Requesting or disclosing medical information of employees.Obtaining or disclosing genetic information of employees.Failure to provide reasonable accommodation for a disability pregnancy, childbirth, or related medical condition or a sincerely-held religious belief, observance or practice.Harassment (including unwelcome verbal or physical conduct).What Employment Practices can be Challenged as Discriminatory? Interference, coercion, or threats related to exercising rights regarding disability discrimination or pregnancy accommodation.Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding.Genetic information (including employer requests for, or purchase, use, or disclosure of genetic tests, genetic services, or family medical history).Sex (including pregnancy, childbirth, and related medical conditions, sexual orientation, or gender identity).Under the EEOC’s laws, an employer may not discriminate against you, regardless of your immigration status, on the bases of: What Types of Employment Discrimination are Illegal? Educational institutions (as employers).State and local governments (as employers).Union members and Applicants for membership in a union.Employees (current and former), including managers and temporary employees.If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in employment. These occupational employment and wage estimates are calculated with data collected from employers in all industry sectors in metropolitan and nonmetropolitan areas in Ohio.The U.S.
May 2022 State Occupational Employment and Wage Estimates Ohio About Overview Overview Info for Survey Participants Questions & Answers Related Links Notices
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