openregs: cfr_sections: 17 rows where part_number = 1604 sorted by section

Current Code of Federal Regulations (eCFR) — the actual text of federal regulations in force. Covers 19 CFR titles with 123,000+ regulatory sections and full-text search.

Data license: Public Domain (U.S. Government data) · Data source: Federal Register API & Regulations.gov API

17 rows where part_number = 1604 sorted by section_id

descending

✎ View and edit SQL

This data as json, CSV (advanced)

section_id ▼	title_number	title_name	chapter	part_number	part_name	section_heading	agency	amendment_citations	full_text
29:29:4.1.4.1.5.0.21.1	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.1 General principles.	EEOC		(a) References to “employer” or “employers” in this part 1604 state principles that are applicable not only to employers but also to labor organizations and to employment agencies insofar as their action or inaction may adversely affect employment opportunities. (b) To the extent that the views expressed in prior Commission pronouncements are inconsistent with the views expressed herein, such prior views are hereby overruled. (c) The Commission will continue to consider particular problems relating to sex discrimination on a case-by-case basis.
29:29:4.1.4.1.5.0.21.10	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.10 Employment policies relating to pregnancy and childbirth.	EEOC	[44 FR 23805, Apr. 20, 1979]	(a) A written or unwritten employment policy or practice which excludes from employment applicants or employees because of pregnancy, childbirth or related medical conditions is in prima facie violation of title VII. (b) Disabilities caused or contributed to by pregnancy, childbirth, or related medical conditions, for all job-related purposes, shall be treated the same as disabilities caused or contributed to by other medical conditions, under any health or disability insurance or sick leave plan available in connection with employment. Written or unwritten employment policies and practices involving matters such as the commencement and duration of leave, the availability of extensions, the accrual of seniority and other benefits and privileges, reinstatement, and payment under any health or disability insurance or sick leave plan, formal or informal, shall be applied to disability due to pregnancy, childbirth or related medical conditions on the same terms and conditions as they are applied to other disabilities. Health insurance benefits for abortion, except where the life of the mother would be endangered if the fetus were carried to term or where medical complications have arisen from an abortion, are not required to be paid by an employer; nothing herein, however, precludes an employer from providing abortion benefits or otherwise affects bargaining agreements in regard to abortion. (c) Where the termination of an employee who is temporarily disabled is caused by an employment policy under which insufficient or no leave is available, such a termination violates the Act if it has a disparate impact on employees of one sex and is not justified by business necessity. (d)(1) Any fringe benefit program, or fund, or insurance program which is in effect on October 31, 1978, which does not treat women affected by pregnancy, childbirth, or related medical conditions the same as other persons not so affected but similar in their ability or inability to work, must be in compliance with the provisions of § 1604.10(b)…
29:29:4.1.4.1.5.0.21.11	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.11 Sexual harassment.	EEOC	[45 FR 74677, Nov. 10, 1980, as amended at 64 FR 58334, Oct. 29, 1999]	(a) Harassment on the basis of sex is a violation of section 703 of title VII. 1 Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. 1 The principles involved here continue to apply to race, color, religion or national origin. (b) In determining whether alleged conduct constitutes sexual harassment, the Commission will look at the record as a whole and at the totality of the circumstances, such as the nature of the sexual advances and the context in which the alleged incidents occurred. The determination of the legality of a particular action will be made from the facts, on a case by case basis. (c) [Reserved] (d) With respect to conduct between fellow employees, an employer is responsible for acts of sexual harassment in the workplace where the employer (or its agents or supervisory employees) knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action. (e) An employer may also be responsible for the acts of non-employees, with respect to sexual harassment of employees in the workplace, where the employer (or its agents or supervisory employees) knows or should have known of the conduct and fails to take immediate and appropriate corrective action. In reviewing these cases the Commission will consider the extent of the employer's control and any other legal responsibility which the employer may have with respect to the conduct of such non-employees. (f) Prevention is the best tool for the elimination of sexual haras…
29:29:4.1.4.1.5.0.21.2	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.2 Sex as a bona fide occupational qualification.	EEOC		(a) The commission believes that the bona fide occupational qualification exception as to sex should be interpreted narrowly. Label—“Men's jobs” and “Women's jobs”—tend to deny employment opportunities unnecessarily to one sex or the other. (1) The Commission will find that the following situations do not warrant the application of the bona fide occupational qualification exception: (i) The refusal to hire a woman because of her sex based on assumptions of the comparative employment characteristics of women in general. For example, the assumption that the turnover rate among women is higher than among men. (ii) The refusal to hire an individual based on stereotyped characterizations of the sexes. Such stereotypes include, for example, that men are less capable of assembling intricate equipment: that women are less capable of aggressive salesmanship. The principle of nondiscrimination requires that individuals be considered on the basis of individual capacities and not on the basis of any characteristics generally attributed to the group. (iii) The refusal to hire an individual because of the preferences of coworkers, the employer, clients or customers except as covered specifically in paragraph (a)(2) of this section. (2) Where it is necessary for the purpose of authenticity or genuineness, the Commission will consider sex to be a bona fide occupational qualification, e.g., an actor or actress. (b) Effect of sex-oriented State employment legislation. (1) Many States have enacted laws or promulgated administrative regulations with respect to the employment of females. Among these laws are those which prohibit or limit the employment of females, e.g., the employment of females in certain occupations, in jobs requiring the lifting or carrying of weights exceeding certain prescribed limits, during certain hours of the night, for more than a specified number of hours per day or per week, and for certain periods of time before and after childbirth. The Commission has found that such laws and regulations do not t…
29:29:4.1.4.1.5.0.21.3	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.3 Separate lines of progression and seniority systems.	EEOC		(a) It is an unlawful employment practice to classify a job as “male” or “female” or to maintain separate lines of progression or separate seniority lists based on sex where this would adversely affect any employee unless sex is a bona fide occupational qualification for that job. Accordingly, employment practices are unlawful which arbitrarily classify jobs so that: (1) A female is prohibited from applying for a job labeled “male,” or for a job in a “male” line of progression; and vice versa. (2) A male scheduled for layoff is prohibited from displacing a less senior female on a “female” seniority list; and vice versa. (b) A Seniority system or line of progression which distinguishes between “light” and “heavy” jobs constitutes an unlawful employment practice if it operates as a disguised form of classification by sex, or creates unreasonable obstacles to the advancement by members of either sex into jobs which members of that sex would reasonably be expected to perform.
29:29:4.1.4.1.5.0.21.4	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.4 Discrimination against married women.	EEOC		(a) The Commission has determined that an employer's rule which forbids or restricts the employment of married women and which is not applicable to married men is a discrimination based on sex prohibited by title VII of the Civil Rights Act. It does not seem to us relevant that the rule is not directed against all females, but only against married females, for so long as sex is a factor in the application of the rule, such application involves a discrimination based on sex. (b) It may be that under certain circumstances, such a rule could be justified within the meaning of section 703(e)(1) of title VII. We express no opinion on this question at this time except to point out that sex as a bona fide occupational qualification must be justified in terms of the peculiar requirements of the particular job and not on the basis of a general principle such as the desirability of spreading work.
29:29:4.1.4.1.5.0.21.5	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.5 Job opportunities advertising.	EEOC		It is a violation of title VII for a help-wanted advertisement to indicate a preference, limitation, specification, or discrimination based on sex unless sex is a bona fide occupational qualification for the particular job involved. The placement of an advertisement in columns classified by publishers on the basis of sex, such as columns headed “Male” or “Female,” will be considered an expression of a preference, limitation, specification, or discrimination based on sex.
29:29:4.1.4.1.5.0.21.6	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.6 Employment agencies.	EEOC		(a) Section 703(b) of the Civil Rights Act specifically states that it shall be unlawful for an employment agency to discriminate against any individual because of sex. The Commission has determined that private employment agencies which deal exclusively with one sex are engaged in an unlawful employment practice, except to the extent that such agencies limit their services to furnishing employees for particular jobs for which sex is a bona fide occupational qualification. (b) An employment agency that receives a job order containing an unlawful sex specification will share responsibility with the employer placing the job order if the agency fills the order knowing that the sex specification is not based upon a bona fide occupational qualification. However, an employment agency will not be deemed to be in violation of the law, regardless of the determination as to the employer, if the agency does not have reason to believe that the employer's claim of bona fide occupations qualification is without substance and the agency makes and maintains a written record available to the Commission of each such job order. Such record shall include the name of the employer, the description of the job and the basis for the employer's claim of bona fide occupational qualification. (c) It is the responsibility of employment agencies to keep informed of opinions and decisions of the Commission on sex discrimination.
29:29:4.1.4.1.5.0.21.7	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.7 Pre-employment inquiries as to sex.	EEOC		A pre-employment inquiry may ask “Male........., Female.........”; or “Mr. Mrs. Miss,” provided that the inquiry is made in good faith for a nondiscriminatory purpose. Any pre-employment inquiry in connection with prospective employment which expresses directly or indirectly any limitation, specification, or discrimination as to sex shall be unlawful unless based upon a bona fide occupational qualification.
29:29:4.1.4.1.5.0.21.8	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.8 Relationship of title VII to the Equal Pay Act.	EEOC		(a) The employee coverage of the prohibitions against discrimination based on sex contained in title VII is coextensive with that of the other prohibitions contained in title VII and is not limited by section 703(h) to those employees covered by the Fair Labor Standards Act. (b) By virtue of section 703(h), a defense based on the Equal Pay Act may be raised in a proceeding under title VII. (c) Where such a defense is raised the Commission will give appropriate consideration to the interpretations of the Administrator, Wage and Hour Division, Department of Labor, but will not be bound thereby.
29:29:4.1.4.1.5.0.21.9	29	Labor	XIV	1604	PART 1604—GUIDELINES ON DISCRIMINATION BECAUSE OF SEX	§ 1604.9 Fringe benefits.	EEOC		(a) “Fringe benefits,” as used herein, includes medical, hospital, accident, life insurance and retirement benefits; profit-sharing and bonus plans; leave; and other terms, conditions, and privileges of employment. (b) It shall be an unlawful employment practice for an employer to discriminate between men and women with regard to fringe benefits. (c) Where an employer conditions benefits available to employees and their spouses and families on whether the employee is the “head of the household” or “principal wage earner” in the family unit, the benefits tend to be available only to male employees and their families. Due to the fact that such conditioning discriminatorily affects the rights of women employees, and that “head of household” or “principal wage earner” status bears no relationship to job performance, benefits which are so conditioned will be found a prima facie violation of the prohibitions against sex discrimination contained in the act. (d) It shall be an unlawful employment practice for an employer to make available benefits for the wives and families of male employees where the same benefits are not made available for the husbands and families of female employees; or to make available benefits for the wives of male employees which are not made available for female employees; or to make available benefits to the husbands of female employees which are not made available for male employees. An example of such an unlawful employment practice is a situation in which wives of male employees receive maternity benefits while female employees receive no such benefits. (e) It shall not be a defense under title VIII to a charge of sex discrimination in benefits that the cost of such benefits is greater with respect to one sex than the other. (f) It shall be an unlawful employment practice for an employer to have a pension or retirement plan which establishes different optional or compulsory retirement ages based on sex, or which differentiates in benefits on the basis of sex. A statement of the General …
40:40:37.0.4.5.5.0.52.1	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.1 Purpose.	EPA		The enabling legislation of the Chemical Safety and Hazard Investigation Board (CSB) provides that the CSB shall establish by regulation requirements binding on persons for reporting accidental releases into the ambient air subject to the Board's investigative jurisdiction. 42 U.S.C. 7412(r)(6)(C)(iii). This part establishes the rule required by the enabling legislation. The purpose of this part is to require prompt notification of any accidental release within the CSB's investigatory jurisdiction.
40:40:37.0.4.5.5.0.52.2	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.2 Definitions.	EPA		As used in this part, the following definitions apply: Accidental release means an unanticipated emission of a regulated substance or other extremely hazardous substance into the ambient air from a stationary source. Ambient air means any portion of the atmosphere inside or outside a stationary source. Extremely hazardous substance means any substance which may cause death, serious injury, or substantial property damage, including but not limited to, any “regulated substance” at or below any threshold quantity set by the Environmental Protection Agency (EPA) Administrator under 42 U.S.C. 7412(r)(5). General public means any person except for: (1) Workers, employees, or contractors working for (or on behalf of) the owner or operator of a stationary source from which an accidental release has occurred; and (2) Any person acting in the capacity of an emergency responder to an accidental release from a stationary source. Inpatient hospitalization means a formal admission to the inpatient service of a hospital or clinic for care. Owner or operator means any person or entity who owns, leases, operates, controls, or supervises a stationary source. Property damage means damage to or the destruction of tangible public or private property, including loss of use of that property. Regulated substance means any substance listed pursuant to the authority of 42 U.S.C. 7412(r)(3). Serious injury means any injury or illness that results in death or inpatient hospitalization. Stationary source means any buildings, structures, equipment, installations, or substance-emitting stationary activities which belong to the same industrial group, which are located on one or more contiguous properties, which are under the control of the same person (or persons under common control), and from which an accidental release may occur. Substantial property damage means estimated property damage at or outside the stationary source equal to or greater than $1,000,000.
40:40:37.0.4.5.5.0.52.3	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.3 Reporting an accidental release.	EPA		(a) The owner or operator of a stationary source must report in accordance with paragraph (b) or (c) of this section, any accidental release resulting in a fatality, serious injury, or substantial property damage. (b) If the owner or operator has submitted a report to the National Response Center (NRC) pursuant to 40 CFR 302.6, the CSB reporting requirement may be satisfied by submitting the NRC identification number to the CSB within 30 minutes of submitting a report to the NRC. (c) If the owner or operator has not submitted a report to the NRC and notified the CSB under paragraph (b) of this section, the owner/operator must submit a report directly to the CSB within eight hours of the accidental release and must include the required information listed in § 1604.4. A report may be made by email to: report@csb.gov, or by telephone at 202-261-7600. (d) For the purpose of efficiency, multiple owner/operators may agree in advance or at the time of release to a single, consolidated report on behalf of one or more parties who are responsible for reporting an accidental release from a stationary source. However, any consolidated report must include all pertinent information required under § 1604.4. (e) Notwithstanding paragraphs (a) through (d) of this section, an owner or operator of a stationary source, without penalty, may revise and/or update information reported to the NRC or CSB by sending a notification with revisions by email to: report@csb.gov, or by correspondence to: Chemical Safety Board (CSB) 1750 Pennsylvania Ave. NW, Suite 910, Washington, DC 20006, within 30 days following the submission of a report to the NRC or CSB. If applicable, the notification must reference the original NRC identification number. No update or revisions should be sent to the NRC. In addition to the opportunity to revise and/or update information within 30 days, an owner or operator may also submit a revised report to the Board within 60 additional days if the submitter explains why the revised report could not have been su…
40:40:37.0.4.5.5.0.52.4	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.4 Information required in an accidental release report.	EPA		The report required under § 1604.3(c) must include the following information regarding an accidental release as applicable: (a) The name of, and contact information for, the owner/operator; (b) The name of, and contact information for, the person making the report; (c) The location information and facility identifier; (d) The approximate time of the accidental release; (e) A brief description of the accidental release; (f) An indication whether one or more of the following has occurred: (1) Fire; (2) Explosion; (3) Death; (4) Serious injury; or (5) Property damage; (g) The name of the material(s) involved in the accidental release, the Chemical Abstract Service (CAS) number(s), or other appropriate identifiers; (h) If known, the amount of the release; (i) If known, the number of fatalities; (j) If known, the number of serious injuries; (k) Estimated property damage at or outside the stationary source; and (l) Whether the accidental release has resulted in an evacuation order impacting members of the general public and others, and, if known: (1) The number of persons evacuated; (2) Approximate radius of the evacuation zone; and (3) The type of person subject to the evacuation order ( i.e., employees, members of the general public, or both).
40:40:37.0.4.5.5.0.52.5	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.5 Failure to report an accidental release.	EPA		(a) It is unlawful for any person to fail to make reports required under this part, and suspected violations of this part will be forwarded to the Administrator of the EPA for appropriate enforcement action. (b) Violation of this part is subject to enforcement pursuant to the authorities of 42 U.S.C. 7413 and 42 U.S.C. 7414, which may include— (1) Administrative penalties; (2) Civil action; or (3) Criminal action.
40:40:37.0.4.5.5.0.52.6	40	Protection of Environment	VI	1604	PART 1604—REPORTING OF ACCIDENTAL RELEASES	§ 1604.6 Public availability of accidental release records.	EPA		Accidental release records collected by the CSB under this part may be obtained by making a request in accordance with 40 CFR part 1601, the CSB's procedures for the disclosure of records under the Freedom of Information Act. The CSB will process requests, and if appropriate, disclose such records, in accordance with 40 CFR part 1601 and relevant Federal information disclosure laws.

Advanced export

JSON shape: default, array, newline-delimited, object

CREATE TABLE cfr_sections (
    section_id TEXT PRIMARY KEY,
    title_number INTEGER,
    title_name TEXT,
    chapter TEXT,
    subchapter TEXT,
    part_number TEXT,
    part_name TEXT,
    subpart TEXT,
    subpart_name TEXT,
    section_number TEXT,
    section_heading TEXT,
    agency TEXT,
    authority TEXT,
    source_citation TEXT,
    amendment_citations TEXT,
    full_text TEXT
);
CREATE INDEX idx_cfr_title ON cfr_sections(title_number);
CREATE INDEX idx_cfr_part ON cfr_sections(part_number);
CREATE INDEX idx_cfr_agency ON cfr_sections(agency);