Compliance with Federal and State Laws

Compliance with Federal and State Laws. Recipient is required to ensure compliance with the Mississippi Employment Protection Act (“MEPA”), Miss. Code. Ann. § 71-11-3 et seq., and must ensure that the recipient registers and participates in the status verification system for all newly hired employees. Under MEPA, the term "employee” means any person that is hired to perform work within the State of Mississippi. As used in MEPA, "status verification system" means the Illegal Immigration Reform and Immigration Responsibility Act of 1996 that is operated by the United States Department of Homeland Security, also known as the E-Verify Program, or any other successor electronic verification system replacing the E-Verify Program. The recipient must maintain records of such compliance and, upon request of the State of Mississippi, to provide a copy of each such verification to the State. Any person assigned to perform services must meet the employment eligibility requirements of all federal and state immigration laws. Any breach may subject the recipient to the following: (a) termination of the grant agreement and ineligibility for any assistance, grant or state or public contract in Mississippi for up to three (3) years, with notice of such cancellation/termination being made public, or (b) the loss of any license, permit, certification or other document granted to the recipient by an agency, department or governmental entity for the right to do business in Mississippi for up to one (1) year, or (c) both. In the event of such termination/cancellation, the recipient is also liable for any additional costs incurred by the State. No person in the United States shall, on the grounds of race, creed, color, sex, or national origin, be excluded from participation in, be denied the proceeds of, or be subject to discrimination in the performance of any Grant. Grantee will comply with the Civil Rights Act of 1964, as amended, and any regulations promulgated thereto. Grantee shall also comply with the Age Discrimination in Employment Act of 1967 prohibiting discrimination in employment on the basis of age; Equal Pay Act of 1963 prohibiting discrimination in salaries on the basis of gender; Mississippi Equal Pay for Equal Work Act prohibiting discrimination in salaries on the basis of gender; Americans with Disabilities Act of 1990 prohibiting discrimination against individuals with disabilities; and the Genetic Information Nondiscrimination Act of 2008 prohibiting discrimination on the basis of an individual's genetic information including an individual's genetic tests, the genetic tests of an individual's family member, and the manifestation of a disease or disorder in an individual's family member.