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The following laws, prohibiting discrimination or regulating workplace issues, are not enforced by the EEOC:

This law makes it illegal to discriminate against a federal employee or job applicant on the bases of race, color, national origin, religion, sex, age, or disability. The CSRA also prohibits discrimination on the bases of certain other factors that don't adversely affect employee performance, such as marital status, political association, and sexual orientation. The CSRA makes it illegal to fire, demote, or otherwise "retaliate" against a federal employee or job applicant for whistle-blowing or for exercising the right to file a complaint, grievance, or an appeal.

www.opm.gov .

This law makes it illegal for certain employers to fire or refuse to hire a person on the basis of that person's national origin or citizenship. This law also makes it illegal for an employer to request employment verification only from people of a certain national origin or only from people who appear to be from a foreign country. An employer who has citizenship requirements or gives preference to U.S. citizens also may violate IRCA.

For more information, contact the Office of Special Counsel for Immigration-Related Unfair Employment Practices at

1-800-255-7688 (voice);

1-800-237-2515 (TTY for employees/applicants); or

1-800-362-2735 (TTY for employers) or

This law makes it illegal for federal contractors and certain subcontractors to discriminate on the basis of race, color, religion, sex, or national origin. It also requires federal contractors and subcontractors to take steps to ensure equal employment opportunity in the workplace.

For more information, contact the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) at

1-866-487-2365 (voice),

1-877-889-5627 (TTY), or

This law makes it illegal to discriminate on the basis of race, color, or national origin in programs and activities receiving federal financial assistance.

For more information, contact the Department of Justice, Civil Rights Division at

This law makes it illegal to discriminate against people with disabilities in all programs, activities, and services offered by state and local government agencies. This includes public transportation services and physical access to state and local government buildings.

This law prohibits disability discrimination by private entities that provide services to the public (also known as "public accommodations". Public accommodations include, for example, restaurants, hotels, movie theaters, stores, doctors' offices, parks, and schools. The law applies to buildings, programs, and services. Under the law, public accommodations may have to provide "auxiliary aids and services" such as sign language interpreters, assistive listening devices, or large print materials, unless doing so would cause significant difficulty or expense.

For more information, contact the U.S. Department of Justice, Civil Rights Division,

800-514-0301 (voice),

800-514-0383 (TTY), or

This law requires certain employers to grant up to 12 weeks of leave during a 12 month period to eligible employees who need time off because of a "serious health condition" that they or someone in their family is experiencing. FMLA leave can sometimes overlap with Title VII requirements concerning leave for pregnancy and pregnancy-related conditions and ADA and Rehabilitation Act requirements concerning leave as an accommodation for an employee with a disability.

For more information, contact the U.S. Department of Labor, Employment Standards Administration, Wage and Hour Division,

1-866-487-9243 (voice and TTY) or

This law sets out safety requirements for workplaces. The Occupational Safety and Health Administration works with states to investigate and enforce OSHA requirements.

For more information, contact the U.S. Department of Labor, Occupational Safety and Health Administration,

1-800-321-6742 (voice),

1-877-889-5627 (TTY), or

This law prohibits certain federal contractors and subcontractors from discriminating against qualified employees and job applicants with disabilities. Section 503 also requires contractors to take affirmative steps to hire and promote qualified people with disabilities. The non-discrimination provisions of Section 503 mirror those found in the ADA and Section 501 of the Rehabilitation Act.

For more information, contact the U.S. Department of Labor, Office of Federal Contract Compliance Programs,

1-866-487-2365 (voice),

1-877-889-5627 (TTY), or

This law prohibits disability discrimination in programs and activities that receive federal financial assistance. This includes discrimination against qualified applicants and employees with disabilities, as well as discrimination in the services and activities provided by federal agencies to the public. The non-discrimination provisions of Section 504 are similar to those found in Title I of the ADA, covering employment discrimination, and Title II of the ADA, covering the programs, activities, and services offered by state and local governments.

For more information, contact the U.S. Department of Justice, Civil Rights Division,

This law requires federal agencies to ensure that electronic and information technology used by the government can be accessed and used by people with disabilities.

Information can also be obtained from the U.S. General Services Administration, Center for IT Accommodation (CITA),

This law provides Social Security Disability Insurance (SSDI) to certain individuals with severe disabilities who can no longer work. The Social Security Act definition of "disability" is different from the ADA definition of disability. For this reason, whether or not you are eligible to receive disability benefits does not determine coverage under the ADA.

This law regulates workplace practices related to minimum wage, overtime pay, and child labor.

For more information, contact the U.S. Department of Labor, Wage and Hour Division,

1-866-487-9243 (voice),

This law protects workers who wish to form, join or support unions, or who are already represented by unions; and workers who join together as a group (two or more employees) without a union seeking to modify their wages or working conditions.

This law protects the equal right of all persons within the jurisdiction of the United States to make and enforce contracts without respect to race. This includes all contractual aspects of the employment relationship, such as hiring, discharge, and the terms and conditions of employment. The Supreme Court has held that the statute also prohibits retaliation against persons who complain about race discrimination prohibited by the statute. This law is enforced by individuals, not a federal agency.

Every state (and the federal government) has this law. It provides compensation for on-the-job injuries and illnesses. Some workers' compensation programs also require employers to provide job modifications or alternative assignments, which also may be a reasonable accommodation under the ADA. If an employee's occupational injury is covered under both Workers Compensation and the ADA (or Rehabilitation Act), the employee may be entitled to a job modification or reassignment under both laws.

This title of GINA addresses the use of genetic information in health insurance. The provisions are enforced primarily by the Department of Labor's Employee Benefits Security Administration, with the Department of Health & Human Services' Office for Civil Rights enforcing Section 105 of Title I of GINA which relates to GINA's protections for genetic information in the Health Insurance Portability Accountability Act privacy rule.

For more information, contact the Department of Labor, Employee Benefits Security Administration at

1-866-444-EBSA (3272)

1-877-889-5627 TTY

Department of Health & Human Services, Office for Civil Rights at