Office of Equal Opportunity - Title VII Overview

Title VII / Employment Discrimination

Program Overview

Title VII of the Civil Rights Act of 1964, as amended, and required by 42 U.S.C. §2000e, et seq., prohibits discrimination in employment based upon race, color, sex, national origin, pregnancy and religion. It also is unlawful under the Act for an employer to take retaliatory action against any individual for opposing employment practices made unlawful by Title VII or for filing a discrimination charge, testifying, assisting, or participating in an investigation, proceeding, or hearing under Title VII.

In its effort to fulfill the intent and purpose of Title VII, the Office of Equal Opportunity seeks to be proactive by providing direction and guidance throughout MDOT SHA on the fair and consistent treatment of ALL employees regarding all aspects of employment decisions covering a variety of areas which include, but are not limited, to the following;

  • Recruitment
  • Career Development/Advancement
  • Promotions
  • Performance Appraisals
  • Reclassifications
  • Tuition Aid/Education
  • Disciplinary Actions
  • Employment Benefits & Privileges
  • Compensation
  • Training

In addition to Title VII, the Americans with Disability Act (ADA ADAAA), under 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. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant's disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship. Religious entities with 15 or more employees are covered under title I.

Business must provide reasonable accommodations to protect the rights of individuals with disabilities in all aspects of employment. Possible changes may include restructuring jobs, altering the layout of workstations, or modifying equipment. Employment aspects may include the application process, hiring, wages, benefits, and all other aspects of employment. Medical examinations are highly regulated.

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