The Civil Rights Act of 1991. The Civil Rights Act of 1991 amends several sections of Title VII to strengthen and improve federal civil rights laws and to provide for the recovery of damages for intentional discrimination in the workplace. This Act amends the Civil Rights Act of 1964 by strengthening and improving federal civil rights laws. It provides for compensation for intentional discrimination in the workplace and specifies provisions on measures with different effects. This Act (1) provides for appropriate remedies for intentional discrimination and unlawful harassment in the workplace; (2) codifies the terms “commercial necessity” and “in the workplace” formulated by the Supreme Court; (3) asserts legal authority and provides legal guidance for adjudicating claims of varying effect under Title VII of the Civil Rights Act of 1964, as amended, and (4) responds to recent Supreme Court decisions by expanding the scope of relevant civil rights laws to ensure adequate protection for victims of discrimination. The Equal Employment Opportunity Commission (EEOC) is an independent federal agency that promotes equal employment opportunity through the administrative and judicial enforcement of federal civil rights laws, as well as through education and technical assistance. Applicants and employees from most private employers, state and local governments, educational institutions, employment agencies, and labor organizations can be supported by the EEOC. Title VII of the Civil Rights Act of 1964 (Title VII) This Act prohibits discrimination on the basis of race, colour, religion, national origin or sex. The Act also prohibits retaliation against a person for complaining of discrimination, instituting a lawsuit for discrimination, or participating in an investigation or prosecution of discrimination in the workplace. The law also requires employers to give due consideration to the sincere religious practices of applicants and employees, unless doing so would cause undue hardship to the operation of the employer`s business. Age Discrimination in Employment Act 1967. The Age Discrimination in Employment Act (ADEA), as amended, protects persons aged 40 and over from age discrimination in employment.
The Older Workers Benefits Protection Act amends several ADEA articles and establishes the conditions for an exemption from ADEA protection. See EEOC Guidelines on Age Discrimination. Equal Pay Act 1963. The Equal Pay Act 1963 protects men and women from wage discrimination on the basis of sex in the payment of wages or benefits who perform substantially the same work in the same establishment. See EEOC Guidelines on Equal Pay and Compensation. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, national origin, or religion. It is the most comprehensive law requiring fair treatment in employment measures such as recruitment, selection, promotion, retention and termination. This law was originally drafted by President John F.
Kennedy; However, it was President Lyndon B. Johnson who signed it into law in June 1964. The Equal Employment Opportunity Commission enforces Title VII by investigating employee complaints, mediating with employers accused of unfair employment practices, and monitoring the employer`s record-keeping policy. The Equal Pay Act of 1963 (EPA) prohibits paying men and women different wages if they perform the same work in the same workplace. The Act also prohibits retaliation against a person for complaining of discrimination, instituting a lawsuit for discrimination, or participating in an investigation or prosecution of discrimination in the workplace. Rehabilitation Act, 1973. Sections 501 and 505 of the Rehabilitation Act, as amended, protect workers and applicants from discrimination on the basis of disability. This law applies to skilled workers and candidates with disabilities. It also requires federal organizations to make reasonable accommodations for known disabilities, unless such accommodations would cause undue hardship. See the EEOC Guidelines on Discrimination Against Persons with Disabilities. GINA, or Genetic Information Nondiscrimination Act of 2008, prohibits the use and misuse of genetic information in employment practices and health insurance decisions. While the benefits of science and technology are helpful in determining markers and genetic disorders, this information cannot be used by employers or health insurance providers.
Title VII prohibits discrimination on the basis of race, colour, religion, sex or national origin. It also prohibits reprisals or reprisals for participating in discrimination complaints or for opposing illegal employment practices under Title VII. Read Title VII of the Civil Rights Act of 1964 The Office of Federal Contract Compliance Programs (an agency in the United States). Department of Labor) implements affirmative action regulations promulgated by E.O. 11246. The Act prohibits discriminatory employment and contracting practices by federal contractors. It also requires federal contractors to develop a written affirmative action plan that identifies an equal employment officer and the contractor`s senior management commitment to diversity. Executive Order 11246 went into effect in 1973, as did Section 503 of the Rehabilitation Act, which prohibits discriminatory practices by federal contractors based on disability. Several federal laws protect the civil rights of American workers by prohibiting discrimination in employment policies. Equal employment opportunities are open to all workers, regardless of age, sex, nationality, race, genetics or skin colour.
Employers and employees should be aware of these laws, as well as any pending or updated laws that alter equal rights for employees. Some persons serving in the armed forces have the right to be re-employed with the employer with which they were at the time of their duties. This includes those who are called up from the reserve or the National Guard. These benefits are administered by the Veterans Employment and Training Service. The Equal Pay Act prohibits wage discrimination on the basis of sex. It prohibits federal agencies from paying employees of one sex lower wages than the opposite sex if they do substantially the same work. Substantially equal work means that jobs require the same skills, effort and responsibilities, and that jobs are performed under similar working conditions. Read the Equal Pay Act of 1963. The Office of Equity and Civil Rights (OECR) is responsible for ensuring that the agency complies with various laws and regulations governing equal opportunity in the workplace and civil rights in the federal sector. These laws and regulations prohibit discrimination in the workplace on the basis of race, colour, religion, sex (including sexual harassment and discrimination based on pregnancy), disability (mental or physical), age, national origin, sexual orientation, protected genetic information, and retaliation for participation in equal employment opportunity activities.
ADEA prohibits discrimination in employment on the basis of age (40 years or older). Unlike Title VII and the Pardon Act, ADEA allows individuals complaining of age discrimination to go directly to court without having to go through administrative complaint procedures by an authority. However, if a complainant chooses to file an administrative complaint, he or she must exhaust administrative remedies before going to court. As with Title VII complaints, a complainant exhausts administrative remedies 180 days after a formal complaint is filed or 180 days after a complaint is filed with the Equal Employment Opportunity Commission (EEOC) if the EEOC has not made a decision. Read the Age Discrimination in Employment Act 1967 (ADEA), as amended, and the facts about age discrimination. The Fair Labour Standards Act (FLSA) exempts agricultural workers from overtime premiums, but requires minimum wage payments to workers employed on large farms (operations with more than seven full-time employees). The Act contains special regulations on child labour that apply to agricultural employment; Children under the age of 16 are prohibited from working during school hours and in certain occupations deemed too dangerous. Children employed on their family`s farms are exempt from these regulations. The Department of Wages and Hours of Work administers this law. OSHA also has specific safety and health standards that may apply to farms.
This law makes it illegal to discriminate against employees or applicants on the basis of genetic information. Genetic information includes information about a person`s genetic testing and the genetic testing of a person`s family members, as well as information about the diseases, disorders or condition of a person`s family members.