§411 Rights and protections under title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and title I of the Americans with Disabilities Act of 1990

Summary

Keeps personnel decisions for certain executive-branch employees free from discrimination based on race, color, religion, sex, national origin (as in section 703 of the Civil Rights Act of 1964), age (as in section 15 of the Age Discrimination in Employment Act of 1967), or disability (as in section 501 of the Rehabilitation Act of 1973 and sections 102–104 of the Americans with Disabilities Act of 1990). If those protections are violated, the law allows the same kinds of money damages that the cited civil-rights, age, and disability laws provide (for race/national-origin claims, the remedies comparable to section 706(g) of the Civil Rights Act and to sections 1977 and 1977A listed; for age claims, remedies like section 15(c) of the ADEA and liquidated damages under section 7(b); for disability claims, remedies like section 505(a)(1) of the Rehabilitation Act or section 107(a) of the ADA and the listed 1977A compensatory remedies). A “covered employee” is an executive-branch worker who cannot otherwise sue under the named statutes, except people appointed with Senate confirmation, advisory-committee appointees, and members of the uniformed services. “Employing office” means the office or agency that employs (or sought to employ) the person. The President, or a designee, must write rules to carry out the race and disability rules and their remedies. Those rules should follow the agencies’ existing rules unless the President shows good cause to change them, and the President may, for uniformity, issue alternative rules using certain Civil Rights or Rehabilitation Act provisions. The protections apply to violations on or after October 1, 1997.