To ensure the prevention of discrimination based on race, religion, color, national origin, sex, age, disability, sexual orientation, familial/marital status and socioeconomic status in all of its programs, services and employment practices, SMART fully complies with the provisions established through the following Civil Right Acts and DBE regulations:
- The Civil Rights Act of 1964 is a comprehensive U.S. legislation intended to end discrimination based on race, color, religion, or national origin. SMART must comply with Title VI, which prevents discrimination by government agencies that receive federal funds, and Title VII which prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin.
- Civil Rights Restoration Act of 1987 reinforced previous federal statutes outlawing discrimination in employment and other. A 1984 Supreme Court ruling in Grove City v Bell was overturned by the 1987 act. Grove City College used a loophole to discriminate by sex, claiming only college programs receiving federal financial assistance needed to follow antidiscrimination laws. The Restoration Act abolished that loophole, blanketing entire organizations or entities with the antidiscrimination laws.
- The Americans with Disabilities Act of 1990 (ADA) gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. It guarantees equal opportunity for individuals with disabilities in public accommodations, employment, transportation, State and local government services, and telecommunications.
Michigan’s Elliott-Larsen Civil Rights Act (ELCRA), States that it’s illegal to subject people to differential treatment based on religion, race, color, national origin, age, sex, height, weight, familial status or marital status.
- The Vietnam Era Veterans Readjustment Act of 1972 was passed to encourage Vietnam veterans to use the provided education benefits offered. After the Vietnam War, a surprising amount of veterans opted to not participate in the general infancy (GI) program and many had no high school diploma. The act encourages participation by providing advance payment of the GI allowance at the beginning of the school term and payment allowances on the first of every month. The act also includes training options and employment assistance.
SMART has established programs that act in accordance with state and federal laws concerning the elimination of discriminatory practices in the workplace and service delivery. These programs are: