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City of Baker Policies and Procedures

This page provides links to Local, State, and Federal Regulations and Compliance such as Fair Housing, Equal Opportunity, Reasonable Accommodation & Modification, Americans with Disability Act, and others.

Should the topic you are looking for not be found here please submit your inquiry to info@cityofbakerla.com.

Topic Link

Anti-Harassment Policy

Fraud, Waste and Abuse

Americans with Disabilities Act

Fair Housing

Civil Rights Laws and Statutes
29 CFR Part 1614 prohibits employment discrimination on the bases of race, color, religion, national origin, sex, age and disability, as well as retaliation, and applies to employment discrimination by the federal government.

U.S. Code Title 42, Chapter 21 — Civil Rights prohibits discrimination against persons based on age, disability, gender, race, national origin and religion (among other things) in a number of settings including education, employment, access to businesses and buildings, and federal services. In Chapter 21 a number of federal acts related to civil rights have been codified including the Civil Rights Act of 1866, Civil Rights Act of 1964, and the Civil Rights of Institutionalized Persons Act.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin.

Title VI of the Civil Rights Act of 1964 protects against discrimination based on race, color, and national origin in any program or activity receiving Federal financial assistance (e.g., the State Recreational Boating Safety Grant Program). The Federal grant application process requires applicants to provide a standard Title VI Assurance Agreement.

The Civil Rights Act of 1991 provides monetary damages up to $300,000 in cases of intentional employment discrimination for Federal EEO complaints.

The Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older.

Title I and Title V of the Americans with Disabilities Act of 1990(ADA) prohibits employment discrimination against qualified individuals with disabilities in the private sector and in state and local governments.

The Rehabilitation Act of 1973 requires Government employers to ensure equal employment opportunities to persons having physical or mental disabilities that substantially limit one or more major life activities. Sections 501 and 505 prohibit discrimination against qualified individuals with disabilities who work in the federal government. It protects disabled persons otherwise qualified for the jobs they seek and requires employers to make “reasonable accommodations” to their disabilities. This Act also requires a form of affirmative employment substantially different from the usual concept: all agencies are required to have affirmative employment plans to hire, place, and advance disabled individuals. The nondiscrimination provisions affect Federal employers.

Section 504 of the Rehabilitation Act of 1973 as amended (29 USC 790) protects against discrimination based on any physical or mental disability by any program or activity the Federal Government sponsors.

Section 508 of the Rehabilitation Act of 1973 requires that when Federal agencies develop, procure, maintain, or use electronic and information technology, Federal employees with disabilities have access to and use of information and data that are comparable to the access and use by Federal employees without disabilities, unless an undue burden would be imposed on the agency. Section 508 also requires that members of the public with disabilities who seek information or services from a Federal agency have access to and use of information and data that are comparable to those provided to the general public, unless an undue burden would be imposed on the agency.

Architectural Barriers Act of 1968 requires that buildings and facilities designed, constructed, altered, or leased with certain federal funds after September 1969 must be accessible to and usable by handicapped persons.

Title IX of the Educational Amendments of 1972 prohibits discrimination based on sex in educational institutions receiving Federal funds and covers programs and activities such as student loans and scholarships, access to courses, housing, health services, athletics, career services and publications.

Section 402 of the Veterans’ Readjustment Assistance Act of 1974 requires affirmative action to employ and advance in employment qualified special disabled veterans and veterans of the Vietnam era and prohibits discrimination based on Vietnam-era veteran status or special disabled veteran status in federally assisted programs.

Veterans’ Rights Title 5 U.S.C. Chapter 35; Title 10 U.S.C. § 1143(d); Title 38 U.S.C. Chapters 42 and 43, all pertain to veterans’ employment and re-employment rights.

The Civil Service Reform Act of 1978 requires Federal employers to recruit and employ a labor force as diverse as the nation’s available workforce and forbids them from discriminating on the basis of marital status or political affiliation. Senior Executive Service employees’ performance appraisals measure their effectiveness in achieving equal employment opportunities for Federal workers and meeting affirmative employment goals for their department. Executives’ promotions, raises, or bonuses reflect the results of these efforts.

The National and Community Services Act of 1990 (as amended by PL 106-170) directs each Federal agency head to design and carry out a comprehensive strategy to involve employees in a partnership program with elementary and secondary schools to enhance student’s educational opportunities and career awareness. This law serves as the basis for the Coast Guard’s Partnership in Education Program.

Student Employment Program (5 CFR.213.3202(a)-(d)) provides opportunities for students to obtain exposure to Coast Guard careers while gaining work experience and earning income to help with school expenses. The students can obtain employment in this program through their counseling and placement offices.

Reasonable Accommodation and Modification are addressed through various federal laws requiring housing providers to make reasonable accommodations and reasonable modifications for individuals with disabilities. Federal nondiscrimination laws that protect against disability discrimination cover not only tenants and home seekers with disabilities but also buyers and renters without disabilities who live or are associated with individuals with disabilities. These laws also prohibit housing providers from refusing residency to persons with disabilities, or placing conditions on their residency, because they require reasonable accommodations or modifications.


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