Laws and Policies

Oklahoma City Community College observes all federal and state laws and has adopted and implemented several policies to promote a respectful, safe, and nonthreatening environment for its students, faculty, staff, and visitor.

Federal Laws

The Equal Pay Act of 1963

This law makes it illegal to pay different wages to men and women if they perform substantially equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Title VII of the Civil Rights Act of 1964 (Title VII)

This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business

The Pregnancy Discrimination Act

This Act amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Civil Rights Act of 1991: Sections 102 and 103

Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in international discrimination cases.

Executive Order 11246

Executive Order 11246 (E.O 11246) prohibits federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin. It also requires covered contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.

The Age Discrimination in Employment Act of 1967 (ADEA)

This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990

While the Rehabilitation Act of 1973 prohibits discrimination on the basis of disability in programs conducted or funded by Federal agencies, in Federal employment and employment practices of Federal contractors, the Americans with Disabilities Act extends these protections prohibiting discrimination on the basis of disability in employment, state and local government, public accommodations, commercial facilities, transportation, and telecommunications. The standards for determining employment discrimination under the Rehabilitation Act are the same as those used in Title I of the Americans with Disability Act.

Rehabilitation Act of 1973: Sections 501 and 505

These sections make it illegal to discriminate against a qualified person with a disability in federal government. They also make it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Furthermore, the act also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.

Rehabilitation Act of 1973: Section 503

This section prohibits discrimination and requires employers with federal contracts or subcontracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities. All covered contractors and subcontractors must also include a specific equal opportunity clause in each of their nonexempt contracts and subcontracts.

Rehabilitation Act of 1973: Section 504

This section prohibits discrimination on the basis of disability and applies to, among other entities, public elementary and secondary schools. Children with disabilities may be eligible for special education and related services. Section 504's definition of disability is broader than the IDEA's definition.

Americans with Disabilities Act of 1990 (ADA): Title I

Title I requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. . The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Furthermore, the law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.

Americans with Disabilities Act Amendment Act of 2008 (ADAAA)

This act emphasizes that the definition of disability should be construed in favor of a broad coverage of individuals to the maximum extent permitted by the terms of the ADA.

Title IX, Education Amendment of 1972 (Title IX)

This law makes it illegal to discriminate against someone based on sex. Discrimination based on sex includes, the exclusion of participation and access, denial of benefits or subjection to discrimination under any education program or activity receiving federal financial assistance.

Title IX, Final Rule (2020)

This final rule amends Title IX regulations regarding the investigation, review and adjudication of sexual harassment.

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)

VEVRAA requires federal government contractors and subcontractors to take affirmative action to employ and advance in employment, specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings.

Jobs for Veterans Act (JVA)

The JVA was approved in 2002 to revise and improve employment, training, and placement services provided for veterans.

The Genetic Information Non-discrimination Act of 2008 (GINA)

This law makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history). The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Lily Ledbetter Fair Pay Act of 2009

This act overturns the Supreme Court decision in Ledbetter v. Goodyear Tire & Rubber Co, Inc. granting employees the right to file an employment discrimination claim regarding compensation within the 180-day statute of limitation period of the most recent paycheck that included the discriminatory compensation, rather than within 180 of the initial pay disparity.

College Policies