Related Links

Fair Employment Practices & Discrimination

  • EEO Plan (PDF)
    Pinal County is committed to maintaining a diverse workforce that reflects the community we serve. The County respects the differences and abilities of all our employees and provides them with the necessary opportunities, tools, and support to achieve their maximum potential.
  • Age Discrimination in Employment Act (ADEA)
    Protects applicants and employees age 40 and older from discrimination on the basis of age.
  • Americans with Disabilities Act (ADA)
    Protects qualified applicants and employees with disabilities from discrimination in all aspects of employment.
  • Civil Rights Act of 1964 (Title VII)
    Prohibits discrimination in employment on the basis of an individual's race, color, religion, sex, or national origin.
  • Civil Rights Act of 1991
    Amends the Civil Rights Act of 1964.
  • Fair Credit Reporting Act (FCRA)
    The FCRA is designed to protect the privacy of consumer report information and to ensure the accuracy of information supplied by consumer reporting agencies. The FCRA also spells out an employer's responsibilities when using consumer reports for employment purposes.
  • Genetic Information Nondiscrimination Act (GINA)
    Prohibits discrimination against employees or applicants by reason of genetic information.
  • Immigration Reform and Control Act (IRCA)
    Prohibits discrimination against job applicants, establishes penalties for hiring illegal aliens, and requires new employees and the employer to complete an I-9 form, which verifies the employee's identity and right to work.
  • Pregnancy Discrimination Act
    Prohibits discrimination on the basis of pregnancy.
  • Rehabilitation Act of 1973
    Prohibits an organization that is a recipient of federal funds from employment discrimination on the basis of disability.
  • Uniformed Services Employment and Reemployment Rights Act (USERRA)
    USERRA is a Federal law intended to ensure that persons who serve or have served in the Armed Forces, Reserve, National Guard, or other uniformed Services, are not disadvantaged in their civilian careers because of their service, are promptly reemployed in their civilian jobs upon their return from duty, and are not discriminated against in employment based on past, present, or future military service.

Wage & Salary Administration

  • Equal Pay Act
    Prohibits wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.
  • Fair Labor Standards Act (FLSA)
    The FLSA establishes minimum wage, overtime pay, recordkeeping, and youth employment standards.

Employee Benefits & Workplace Safety

  • Consolidated Omnibus Reconciliation Act (COBRA)
    Gives workers and their families who lose their health benefits the right to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events.
  • Family and Medical Leave Act (FMLA)
    The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
  • Health Insurance Portability and Accountability Act (HIPAA)
    Provides rights and protections for participants and beneficiaries in group health plans, including limiting exclusions for preexisting conditions; prohibiting discrimination against employees and dependents based on their health status, and allowing a special opportunity to enroll in a new plan in certain circumstances.
  • Occupational Safety and Health Act (OSHA)
    Provides job safety and health protection for workers by promoting safe working conditions.
  • Employee Guide to FMLA (PDF)