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Governing Federal Regulations

Equal Pay Act of 1963

The Equal Pay Act of 1963 stipulates that employees performing substantially the same work, requiring equal skill, effort and responsibility, and performed under similar working conditions, must be paid the same rate of pay, regardless of gender.

Age Discrimination in Employment Act

The Age Discrimination in Employment Act specifically protects employees and applicants over 40 years of age by prohibiting employers from refusing or failing to hire, discharge, or otherwise discriminate against them solely because of their age.

Americans with Disabilities Act of 1990 (ADA)

The Americans with Disabilities Act was signed into law on July 26, 1990 and is an anti-discrimination statute that requires that an individual with disabilities be given the same consideration for employment as an individual without a disability. An individual who is qualified for an employment opportunity cannot be denied that opportunity because of the fact that the individual is disabled.

Fair Labor Standards Act

As an employer and government contractor, The University of Texas at Arlington adheres to the provisions of the Fair Labor Standards Act that specifies certain requirements for the institution relating to fair employment practices.

The Fair Labor Standards Act stipulates that certain employee groups that meet prescribed tests will be considered to be "exempt" from the minimum wage and 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" (non-exempt) employees and will be paid at the rate of one and one half times the hourly rate or granted equivalent compensatory time for overtime worked in accordance with the UTA Fiscal Regulations & Procedures, Policy 3-6.

It will be the responsibility of the Department Head to accurately account for all overtime of "covered" employees and appropriately report this time on the time card. Overtime, if required, shall be performed only on the recommendations of the immediate supervisor. Funds to pay for overtime must be available within the department's current operating budget or, if funds are not available, the department's supervisor/manager must request such funding through the appropriate dean or vice president.

To assist in determining which positions are covered by the overtime provisions of the Fair Labor Standards Act, the Classified Pay Plan reflects the non-exempt and exempt status of each classification. If there are questions pertaining to the interpretation of covered or exempt positions, please contact the Assistant Vice President for Human Resources Management and Development for clarification.

For further information concerning administrative regulations on appointment procedures, salary rates, increases, promotions, and budget changes affecting classified employees, refer to the UTA Fiscal Regulations and Procedures.

Immigration Reform & Control Act

The Immigration Reform and Control Act bars employers from hiring persons not authorized to work in the United States and establishes certain civil and criminal penalties for those employers who violate the law. The Act also creates a mandatory identity and employment system applicable to all new hires. No university employee, administrator, account manager or supervisor is authorized to commit university funds, regardless of the source of such funds, to the payment of immigration fees for any person or persons.