Equal Employment Opportunity (EEO) is the right of all persons to work and advance on the basis of merit, ability and potential. Federal equal employment laws prohibit discrimination and require the government to provide equal employment opportunities without regard to:
- Race
- Color
- Religion
- Sex (including pregnancy, gender identity, and sexual orientation)
- National origin
- Age (40 or older)
- Disabling condition (mental or physical)
- Reprisal
- Genetic information (individual or family medical history)
- Conditions related to pregnancy and childbirth
For further explanation, refer to Equal Employment Opportunity Commission‘s Discrimination by Type guidance.
Statistics and further information related to FMC’s compliance with the equal employment laws include:
- Commission Order 58 Reasonable Accommodation [PDF, 2.7 MB]
- Personal Assistance Services (PAS) [PDF, 68.2 MB]
- No FEAR Act
Federal Statutes and Policies
Below is a list of Federal statutes and policies enacted to prohibit employment discrimination (listed above) in the federal sector. In an effort to resolve EEO cases through means other than litigation, Congress has also enacted legislation to encourage the use of ADR in the federal sector.
- 29 C.F.R. Part 1614
- Administrative Dispute Resolution Act of 1996
- Alternative Dispute Resolution Act of 1998 [PDF, 211 KB]
- EEOC Statutes and Regulations
- EEOC Management Directive-110
- EEOC Management Directive-715
- Merit System Principles
- No Fear Act of 2002 [PDF, 145 KB]
- Prohibited Personnel Practices
- Rehabilitation Act of 1973
- The Age Discrimination Act of 1967
- The Civil Rights Act of 1991
- The Equal Pay Act of 1963
- The Genetic Information Nondiscrimination Act of 2008 (GINA)
- The Pregnancy Discrimination Act
- The Pregnant Workers Fairness Act
- Title VII of the Civil Rights Act of 1964
- Uniform Selection Guidelines