Equal Opportunity Employment
Q: I can see that one of the applicants is disabled. Can I ask what happened?
A: No, you must treat the applicant the same as all other applicants by asking the same job‐related questions.
Q: Can I file a sexual harassment complaint without you taking any action?
A: No. According to the EEOC guidelines, I must investigate any sexual harassment complaint brought to my attention.
Q: My supervisor will not allow me to take time off to attend a ceremony that is part of my religious beliefs. Is the university in violation of the laws?
A: Yes, the university is required to accommodate you by allowing you to have flexible hours, flexible arrival or departure times, vacation, or any other means to enable you to make up the time lost due to the observance of your religious beliefs.
Q: A co‐worker has made a racial comment to me which I reported to my immediate supervisor. My supervisor did not do anything about it. What can I do?
A: Your supervisor has the responsibility to investigate your complaint and take action, if needed. Any action taken is confidential. You may not be aware that action has been taken. If you believe your supervisor has not taken any action, you may report the incident to the next‐level supervisor.
Q: Can I ask an applicant if she plans to have children?
A: No, this question is illegal.
Q: What is discrimination?
A: It is illegal to discriminate in any aspect of employment, including:
- Hiring and firing
- Compensation, assignment, or classification of employees
- Layoff, or recall
- Job advertisements
- Use of company facilities
- Training and apprenticeship programs
- Fringe benefits
- Pay, retirement plans, and disability leave;
- Other terms and conditions of employment
Q: What are the laws that prohibit discrimination in the workplace?
A: Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, sex, religion, or national origin;
The Age Discrimination in Employment Act (ADEA), which prohibits age discrimination in employment against persons who are 40 years of age or older;
The Americans with Disabilities Act (ADA), which prohibits employment discrimination because of actual or perceived disability; and
The Equal Pay Act (EPA), which prohibits paying different wages to men and women who perform substantially equal work in the same establishment.
Q: What is retaliation?
A: An employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The laws also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.
Q: How old must I be to file an age discrimination complaint?
A: The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.
Q: What office can I go to file a discrimination complaint?
A: Equal Opportunity Office, EAB 207, 554.2321. Please view the University of Nebraska Omaha Policy Library for more information to assist you in your employment at UNO.