An exemption or exception under one Act does not mean employers are exempt under another Act. The Equal Employment Opportunity (EEO) Act of 1972, also known as the Civil Rights Act of 1972, expanded Title VII of the Civil Rights Act of 1964 to increase protection of minorities and women in both public- and private-sector employment. The Equal Employment Opportunity Management Plan requirements are based upon Section 145 (2) (a) (h) of the Equal Opportunity Act. However, the laws apply in different ways and employers must comply with all legislation.Įmployers also need to check the exemptions and exceptions in Commonwealth and state or territory legislation. Equal employment opportunity (EEO) is when all employees are treated fairly and equally in all aspects of their jobs. In addition to the federal legislation, each state and territory in Australia has equal opportunity and anti-discrimination agencies, with statutory responsibilities.Ĭommonwealth laws and the state/territory laws generally overlap. The Australian Human Rights Commission has statutory responsibilities under the Age Discrimination Act 2004, Australian Human Rights Commission Act 1986, Disability Discrimination Act 1992, Racial Discrimination Act 1975, and the Sex Discrimination Act 1984. There are federal, state and territory laws in Australia to protect people from discrimination and harassment. The Shire recognises their legal obligations under the Equal Opportunity Act 1984, in relation to anti-discrimination legislation and ensures that all employment practices will follow the criteria for providing employment opportunities that are based solely on the principle of merit and equity.
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