Title I of the ADA is enforced by the EEOC although individuals meeting certain requirements are permitted to institute independent legal action. As a result, the requirements of the ADA should continue to be followed. Section 504 of the Rehabilitation Act of 1972 contains similar requirements and clearly applies to the University. The United States Department of Education enforces Section 504. Although the United States Supreme Court has decided that the ADEA does not apply to states, the WFEA provides similar protections for individuals against the University.
Examples follow below.
See the sexual harassment piece for a more detailed discussion. Marriage to or association with a person of a different race or membership or association with ethnic based organizations is also a prohibited basis for an employment decision. It can take the form of ethnic slurs, racial jokes, and offensive or derogatory conduct if the conduct creates an intimidating, hostile or offensive working environment, or interferes with an employee's work performance. It is also illegal to segregate or isolate minorities from other employees or customers, exclude them from certain positions or to require that only certain jobs are held by minorities. National Origin Title VII and the WFEA protect individuals from discrimination based upon place of birth, ancestry, culture, or other characteristics common to a specific ethnic or racial group.