Monday, 18 October 2010
There are laws related to every aspect of employment including career job advertisements, recruiting, testing, hiring, firing, pay, classification, job assignments, promotions, discipline, layoff, training, disability leave, fringe benefits, retirement plans, and any other term or condition of employment. Arguably, the most important laws are those protecting applicants and employees against unfair treatment.
Federal Laws
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal discrimination laws. The Commission also provides oversight and coordination of federal equal opportunity regulations, practices, and policies.
Under federal Equal Employment Opportunity (EEO) laws it is illegal to discriminate against a job applicant or employee because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. In addition, EEO laws prohibit employers from using neutral policies and practices that have a disproportionately negative effect on applicants or employees of those protected classes if those policies or practices are not career job-related or reasonable to the operation of the business.
The following are considered to be the most significant landmarks of federal discrimination laws.
Title VII of the Civil Rights Act of 1964 (Title VII), as amended by the Equal Employment Opportunity Act of 1972 and the Pregnancy Disability Act of 1978.
Federal Laws
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal discrimination laws. The Commission also provides oversight and coordination of federal equal opportunity regulations, practices, and policies.
Under federal Equal Employment Opportunity (EEO) laws it is illegal to discriminate against a job applicant or employee because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. In addition, EEO laws prohibit employers from using neutral policies and practices that have a disproportionately negative effect on applicants or employees of those protected classes if those policies or practices are not career job-related or reasonable to the operation of the business.
The following are considered to be the most significant landmarks of federal discrimination laws.
Title VII of the Civil Rights Act of 1964 (Title VII), as amended by the Equal Employment Opportunity Act of 1972 and the Pregnancy Disability Act of 1978.
Equal Pay Act of 1963 (EPA), as amended
Age Discrimination in Employment Act of 1967 (ADEA), as amended
Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA)
Sections 501 and 505 of the Rehabilitation Act of 1973
Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA)
Civil Rights Act of 1991
These laws offer protection from discrimination based on:
Race, Color, Religion, Sex, National Origin
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employees religious practices where the accommodation does not impose undue hardship.
Race, Color, Religion, Sex, National Origin
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employees religious practices where the accommodation does not impose undue hardship.
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