What is the difference between equal opportunity and affirmative action policies

Age Discrimination in Employment Act of prohibits discrimination against employees and applicants who are over 40 years of age. Title IX of the Education Amendments of prohibits sex discrimination in educational programs or activities that receive federal funds. The Vocational Rehabilitation Act of requires federal contractors to take affirmative action to employ and promote qualified handicapped persons Section and prohibits discrimination against handicapped persons in any program or activity receiving federal financial assistance Section Vietnam Era Veterans' Readjustment Assistance Act of , as amended requires employers to take affirmative action to employ and advance disabled veterans and qualified veterans of the Vietnam era.

The Act requires employers to make reasonable accommodation to facilitate employment of disabled individuals unless the employer can show the accommodation would impose undue hardship on the operation of business.

The Civil Rights Act of expands the scope of relevant civil rights statutes to provide adequate protection to victims of discrimination, and provides appropriate remedies for intentional discrimination and unlawful harassment in the workplace. The written Affirmative Action Plan produced each year by the Office of Equal Opportunity and Access EOA incorporates a set of specific and results-oriented practices, including good-faith efforts to address significant underrepresentation of women or people of color in particular job groups, and to minimize the present effects of past discrimination and present cognitive bias.

Availability analysis as part of the Affirmative Action Plan. If the analysis shows underrepresentation of women or people of color in certain job groups, then extra recruitment efforts must be taken to ensure that these protected-class members are well-represented in applicant pools for positions in those job groups. These include outreach efforts and advertising in publications that promote placement of women and people of color, etc. If you have any questions regarding this Equal Opportunity Policy, wish to report a complaint or concern of harassment, discrimination, retaliation or other perceived misconduct, or need to discuss a request for a reasonable accommodation, please contact your direct manager, next-level manager, or a member of the Human Resources Department or Employee Relations:.

Chang oversees the People Function which includes human resources personnel dedicated to ensuring adherence to all applicable policies, laws, and regulations in the areas of equal employment opportunity and affirmative action. However, TCCC reserves the right to change, revise, withdraw, or add to its policies, processes, procedures, or guidance at any time, at its sole discretion, with or without notice if necessary, in accordance with applicable law and regulations by providing such notice as may be required by applicable law.

This policy does not create any contractual rights or obligations, whether express or implied. The terms of this policy do not create a contract of employment or alter the at-will employment relationship between the Company and Employees in all jurisdictions where employment at-will is permitted. It is important to note that the original language of these policies is English. If there is some discrepancy between the original language version and any other version, then original language version governs.

Nothing in this policy is to be construed as prohibiting an employee from filing a charge of discrimination with the U. Equal Employment Opportunity Commission, an unfair labor practice charge with the National Labor Relations Board, or a similar administrative charge, claim or complaint with any other government agency.

Nothing is this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment. As for Affirmative Action, it is a remedy to address past practices of discrimination. Affirmative Action was designed to level the playing field for females, individuals with disabilities and minorities. Affirmative Action does not mean that managers are expected to hire unqualified applicants.