As
an employer and government contractor, the University of North
Texas Health Science Center is subject to the provisions of a
number of federal laws and regulations relating to fair employment
practices. Principal among these are:
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| 1. |
THE
FAIR LABOR STANDARDS ACT AS AMENDED - The University of North
Texas Health Science Center adheres to the provisions of the Fair
Labor Standards Act which specifies certain requirements for the
institution as an Employer in terms of determining hours worked,
minimum pay, and overtime Payment provisions.
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a. |
Overtime
Provisions - The FLSA stipulates that certain employee Groups
which meet prescribed tests will be considered to be "exempt"
From the overtime provisions of the law based on their administrative,
Executive, or professional status. Those employees who do not
qualify For the exempt status are considered to be "covered"
or "non-exempt" Employees, and the Act provides that such employees
must be Compensated at the rate of time and one-half for
all time worked in Excess of 40 hours per week. It will
be the responsibility of the Department head to record accurately
all overtime of "covered" Employees and to report such overtime
to the Payroll Department on The prescribed time sheets. Overtime,
if required, shall be performed Only upon the recommendation
of the immediate supervisor after prior Approval by the appropriate
officials. To assist in determining which Positions are covered
by the overtime provisions of the Fair Labor Standards Act,
the Pay Plan indicates by the letter "N" after each title Those
positions which have been determined non-exempt.
If there are any questions pertaining to the interpretation
of covered or Exempt positions, please do not hesitate to call
Human Resource Services For clarification.
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b. |
Child
Labor Provision - Protects young persons who may be employed
By establishing a minimum age for employment in non-agricultural
Occupations declared hazardous. The employment of minors will
be Limited to those who have attained the age of 15 on
the date of appointment. Compliance with the provisions of the
Fair Labor Standards Act requires a Federal Certificate of Age
from the Wage and Hour Office of the U.S. Department of Labor
be obtained for all employees in the 15-19 age category. The Act
applies to all categories of employees whether in an exempt
professional, administrative, or executive status, or in non-
Exempt (covered) positions, as these categories are defined
in the Act.
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| 2. |
EQUAL
PAY ACT OF 1963 - Stipulates that employees performing Substantially
the same work, requiring equal skill, effort and responsibility,
And, performing work in similar conditions, must be paid the same
rate of Pay, regardless of sex.
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| 3.
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AGE
DISCRIMINATION IN EMPLOYMENT ACT - Specifically protects employees
and applicants over 40 by prohibiting employers from refusing
or failing to hire, discharging, or otherwise discriminating against
them solely because of their age.
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| 4.
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EQUAL
EMPLOYMENT OPPORTUNITY - The University of North Health
Science Center is subject to and complies with the following
federal laws in implementing regulations concerning equal employment
and affirmative action.
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a.
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Title
VII of the Civil Rights Act of 1964, as amended - Stipulates
That an employer may not discriminate on the basis of race, religion,
color, sex, national origin, or age.
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b.
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Executive
Order # 11246 as amended - Prohibits discrimination in Employment
and requires both an affirmative action plan to be filed and an
affirmative action stance by federal contractors.
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c.
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Rehabilitation
Act of 1973, Section 504 - Prohibits discrimination Against
any employee or applicant for employment because of physical or
mental disabilities in regard to any position for which the employee
or applicant is qualified.
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| 5.
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IMMIGRATION
REFORM AND CONTROL ACT OF 1986 - Requires Employers to verify
and document the identity and employment eligibilty of all new
employees.
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| 6.
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AMERICANS
WITH DISABILITES ACT, 1990 - Forbids discrimination Against
disabled persons, or those perceived to be disabled. Requires
employers to consider whether reasonable accommodation could remove
a barrier to an employment opportunity when an individual's disability
creates a barrier.
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| 7.
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CIVIL
RIGHTS ACT OF 1991 - Amends numerous federal Civil Rights
Laws, including the Civil Rights Act of 1966, 1970, 1971, Title
VII, ADEA, and the ADA. The Act expands Title VII and ADA in cases
involving intentional discrimination to include compensatory and
punitive damages and jury trials. Extends Title VII of the CRA
and Title I of the ADA to United States citizens working in foreign
countries.
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Copies
of the above documents are available in the Office of the Executive
Director of Human Resource Services/ EEO for review by any interested
employee or job applicant.
Should
any questions arise concerning applicability of the above federal
regulations, or institutional policies, please contact Human
Resource Services at 735-2690.
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