3 U.S.C. § 411 — Rights and protections under title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and title I of the Americans with Disabilities Act of 1990

(a) Prohibited discrimination. Every personnel decision affecting a covered employee^* must be made free of discrimination based on: (1) race, color, religion, sex, or national origin — using the same meaning as section 703 of the Civil Rights Act of 1964; (2) age — using the same meaning as section 15 of the Age Discrimination in Employment Act of 1967; or (3) disability — using the same meaning as section 501 of the Rehabilitation Act of 1973 and sections 102 through 104 of the Americans with Disabilities Act of 1990.

(b) Remedies. For race, color, religion, sex, or national origin discrimination, a covered employee can get the same damages available under section 706(g) of the Civil Rights Act, plus the same compensatory damages available under section 1977 of the Revised Statutes or under the specific damages provisions of sections 1977A(a)(1), 1977A(b)(2), and 1977A(b)(3)(D) — the last one applying no matter how small the employing office^* is. For age discrimination, the employee can get the same damages available under section 15(c) of the Age Discrimination in Employment Act, plus the same liquidated damages available under section 7(b) of that Act; the Act's waiver rules in section 7(f) also apply to covered employees. For disability discrimination, the employee can get the same damages available under section 505(a)(1) of the Rehabilitation Act or section 107(a) of the ADA, plus the same compensatory damages available under sections 1977A(a)(2), 1977A(a)(3), 1977A(b)(2), and 1977A(b)(3)(D) — again regardless of employing office size.

(c) Definitions. A "covered employee" is any executive branch employee, including those in the Executive Office of the President, whether appointed by the President or someone else — as long as that person isn't already entitled to sue under one of the laws named in subsection (a). It does not include anyone appointed with Senate confirmation, anyone appointed to an advisory committee (as defined in section 1001 of title 5), or any member of the uniformed services. An "employing office" is the specific office, agency, or entity where the covered employee works, sought work, or previously worked.

(d) Regulations. The President, or someone the President designates, must write regulations implementing the race/color/religion/sex/national-origin and disability provisions in subsections (a) and (b). These regulations must generally match the substantive rules the relevant executive agency already uses to enforce those same laws — except the President or designee can modify them for good cause, explained alongside the new regulation, or can instead apply the executive-branch version of Title VII section 717 or Rehabilitation Act section 501, if doing so would work just as well and would make federal law more consistent across the executive branch.

(e) Applicability. Subsections (a) through (c), along with section 417 (to the extent it relates to this section), apply only to violations that happen on or after this chapter's effective date.

(f) Effective date. This section took effect on October 1, 1997.