Age discrimination - Rhode Island

Summary of differences between federal and state regulations

Employer defined

“Employer” includes the state and all political subdivisions of the state and any person in this state employing four or more individuals, and any person acting in the interest of an employer directly or indirectly.

Unlawful employment practices

The unlawful employment practices and exemptions are similar to those under the federal Age Discrimination in Employment Act. For example, the state law includes an exemption for a bona fide occupational qualification, as well as an exemption for a seniority or merit system.

In addition to state anti-discrimination statutes, the Commission for Human Rights maintains agreements with the federal government and investigates specific cases under both jurisdictions. Under an agreement with the Equal Employment Opportunity Commission, the state Commission is authorized to enforce the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disabilities Act.

Posting

Every covered employer, employment agency, and labor union must post in a conspicuous place or places on his or her premises a notice prepared or approved by the Commission for Human Rights which sets forth excerpts of this law and other relevant information which the Commission deems necessary.

State

Contact

Commission for Human Rights

Regulations

Rhode Island General Laws Title 28, Chapter 5, Fair Employment Practices
www.rilin.state.ri.us/Statutes/TITLE28/28-5/INDEX.HTM

Commission Rules and Regulations
www.richr.ri.gov/rules.html

Federal

Contact

Equal Employment Opportunity Commission (EEOC)

Regulations

29 CFR Part 1625, Age Discrimination in Employment Act

29 CFR 1626, Procedures — Age Discrimination in Employment Act

29 CFR 1627, Records to be Made or Kept Relating to Age: Notices to be Posted: Administrative Exemptions