The Age Discrimination in Employment Act of 1967 (ADEA) prohibits age discrimination against people who are age 40 or older.
Gender Identity & Expression
Massachusetts General Law Chapter 151B prohibits discrimination based on gender identity and expression.
Gender Identity is a person’s gender-related identity, appearance or behavior, whether or not that gender-related identity, appearance or behavior is different from that traditionally associated with the person’s physiology or assigned sex at birth. Gender identity is internal and a central part of a person’s sense of self.
Gender Expression is how an individual outwardly shows their gender identity, including, but not limited to, physical and social expressions such as a person’s clothing, hairstyle, and name and pronoun choice.
The Genetic Information Nondiscrimination Act of 2008 (“GINA”) prohibits discrimination on the basis of genetic information with respect to health insurance and employment.
“Genetic information” refers to hereditary information about DNA sequence, genetic sequence, genes, gene products or inherited characteristics contained in chromosomal DNA or RNA that are derived from an individual or family matter.
National origin refers to a shared common language, culture, ancestry and/or other similar social characteristics of a group of people. Discrimination based on national origin involves treating individuals unfavorably because they are from a particular country or part of the world, because of their ethnicity or accent, or because they appear to be of a certain ethnic background (even if they were not)
The Pregnancy Discrimination Act (“PDA”) is an amendment to the Title VII of the Civil Rights Act of 1964. Discrimination on the basis of pregnancy, childbirth or related medical conditions constitutes unlawful sex discrimination under Title VII. Women affected by pregnancy or related conditions must be treated in the same manner as other applicants or employees who are similar in their ability or inability to work. The PDA forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, benefits, such as leave or health insurance, and any other term and condition of employment.
The University of Massachusetts Dartmouth recognizes the importance and benefits of breastfeeding for mothers and their infants, and in promoting a family-friendly work and study environment. Therefore, in accordance with applicable Massachusetts statutes, the University acknowledges that a woman may breastfeed her child in any place she has the right to be on campus. Further, the University provides a clean and private space in the Claire T. Carney Library, Room 427, for employees or students who are nursing to be used as a lactation room for up to one (1) year after the child’s birth. To obtain access to the lactation room, please visit the Office of Human Resources, located in the Foster Administration Building, Suite 213 or call 508-999-8008.
The Pregnancy Workers’ Fairness Act (the “Act”) amended Massachusetts General Law Chapter 151B, §4 which is enforced by the Massachusetts Commission Against Discrimination (“MCAD”). The Act prohibits discrimination on the basis of pregnancy and pregnancy-related conditions, such as lactation or the need to express breast milk for a nursing child. The Act further describes an employer’s obligation to employees who are pregnant or lactating and explains the protections afforded to these employees. In general, employers may not treat employees or job applicants less favorably than other employees based on pregnancy or pregnancy-related conditions and have an obligation to accommodate pregnant workers.
- Massachusetts Commission Against Discrimination Guidance on the Pregnant Workers’ Fairness Act
- Lactation Accommodation Request Form
Race refers to a group of people identified as distinct from other groups because of shared physical characteristics, such as skin color, hair texture, or bone structure.
Religion refers to a sincerely held belief, observance or practice of an individual or group of people to that which they regard as worthy of especial reverence. Anti-discrimination laws protect not only individuals who belong to traditional organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical, and moral beliefs.
Title VII of the Civil Rights Act of 1964, as amended, requires that the University, once on notice, to reasonably accommodate an individual whose sincerely-held religious belief, practice, or observance conflicts with a work or learning requirement, unless providing the accommodation would create an undue hardship for the University.
Faculty or staff members seeking a reasonable accommodation based on a religion should complete the Reasonable Religious Accommodation Form and forward it to the Office of Human Resources.