Civil Rights Laws

The Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same establishment.

Title VI of the Civil Rights Act of 1964 is the Federal law that protects individuals from discrimination on the basis of their race, color, or national origin in programs that receive Federal financial assistance.

Kansas State University, as a recipient of Federal financial assistance and under Title VI of the Civil Rights Act of 1964 and related statutes, ensures that no person shall on the grounds of race, religion (where the primary objective of the financial assistance is to provide employment per 42 U.S.C. S 2000d-3) color, national origin, sex, age, or disability be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any University programs or activities.

Your rights under Title VI of the Civil Rights Act of 1964 and other related nondiscrimination authorities:

Title VI is a section of the Civil Rights Act of 1964 requiring that “No person in the United States shall on the grounds of race, color, or national origin be excluded from, participation in, be denied the benefits of, or be subject to discrimination under any program or activity receiving federal final assistance”. In addition, under the FMCSA Title VI Program, the following groups are included:

Sex, age, disability, income level and Limited English Proficiency (LEP).

Any person who feels they have been, individually, or as a member of any class of persons, on the basis of race, color, national origin, sex, age, or disability including income level and LEP has been excluded from or denied benefits of, or subject to discrimination caused by Kansas State University may file a written complaint through the Office of Institutional Equity.

The most prominent source of anti-bias employment rules is Title VII of the Civil Rights Act of 1964, as amended. This statute forbids discrimination in all areas of the employer-employee relationship, from advertisement for new employees through termination or retirement, on the basis of race, color, sex (including pregnancy, and sexual harassment), religion, and national origin.

The Executive Order 11246, as amended, prohibits job discrimination on the basis of 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 Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, terms, conditions or privileges of employment.

Title IX of the Education Amendments of 1972 prohibits discrimination on the basis of sex in educational programs or activities which receive Federal assistance.

Section 503 of the Rehabilitation Act of 1973, as amended, prohibits job discrimination because of disabilities and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job.

38 U.S.C. 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 prohibits job discrimination and requires affirmative action to employ and advance in employment qualified Vietnam era veterans and qualified special disabled veterans.

The Age Discrimination Act of 1975 prohibits discrimination based on age in programs or activities that receive federal financial assistance.

The Genetic Information Nondiscrimination Act of 2008 prohibits discrimination by employers and insurers on the basis of genetic information about potentially inheritable diseases and health conditions.

The Americans with Disabilities Act of 1990, as amended protects qualified applicants and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. The law also requires that covered entities provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship.

Effective March 24, 2014, OFCCP Final Rules were implemented in regard to recruiting qualified veterans and individuals with disabilities. Rule changes include hiring benchmarks, utilization goals, data collection, records access, self-identification process, Equal Opportunity language in contracts, job listing specifications and changes required by the ADA Amendments Act of 2008.

The Violence Against Women Act (VAWA) amendments to the Clery Act expand the rights afforded to campus survivors of sexual assault, domestic violence, dating violence, and stalking and details the role of law enforcement, the types of crime mandated for reporting, and stipulates the need for violence prevention programming.

For more information, see Clery Compliance at K-State.