Discrimination
Links
Reconstruction Civil Rights Acts The post-civil
war civil rights acts, now codified in Title 42 of the United States Code
preclude job discrimination based upon race. In some cases, these statutes
provide remedies which exceed the remedies available under more recent
employment discrimination laws.
1963 Equal Pay Act The Equal Pay Act, an amendment
to the Fair Labor Standards Act specifically designed to redress gender
discrimination in compensation, prohibits employers from paying unequal
wages for equal work on jobs the performance of which requires equal skill,
effort and responsibility, and which are performed under similar working
conditions. The Act is enforced by the EEOC.
Title VII of the Civil Rights Act. The Equal Employment
Opportunity Act of 1964, as amended, prohibits discrimination in hiring,
training, compensation, promotion and termination practices based upon
race, color, religion, sex or national origin. EEOC is responsible for
Administrative enforcement
Age Discrimination in Employment Act of 1972 (as
amended in 1986). This act prohibits discrimination in hiring individuals
between age 40 and 65 years of age, prohibits mandatory retirement (with
some exceptions).
Rehabilitation Act. This Act prohibits discrimination
based upon disability by government contractors. The 1978 amendments applies
the Rehabilitation Act to government agencies, and orders each agency to
bring their regulations into compliance with the Act. the Act protects
a broad category of private and public employees, whose employers receive
government assistance of some kind.
Pregnancy Discrimination Act of 1978. The Act prohibits
employers from excluding from employment opportunities (including disability
insurance, medical benefits, leave, accrual of seniority) any applicant
or employee because of pregnancy or related conditions. Pregnancy must
be treated as other disabilities.
Americans with Disabilities Act of 1990 (ADA) This
Act affords civil rights protection, similar to that found in the Rehabilitation
Act, to private employees of private companies. Employers may not discriminate
against disabled employees--a person who has a physical or mental impairment
that substantially limits one or more major life activities, and must make
reasonable accommodation to enable an otherwise qualified applicant with
a disability to perform essential job functions.
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EEOC
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EEOC Qustions
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