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Federal Laws Prohibiting Job Discrimination Questions And Answers Federal Equal Employment Opportunity EEO Laws I What Are the Federal Laws Prohibiting Job Discrimination Title VII of the Civil Rights Act of 1964 Title VII which prohibits employment discrimination based on race color religion sex or national origin the Equal Pay Act of 1963 EPA which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination the Age Discrimination in Employment Act of 1967 ADEA which protects individuals who are 40 years of age or older Title I of the Americans with Disabilities Act of 1990 ADA which prohibits employment discrimination against qualified individuals with disabilities in the private sector and in state and local governments Section 501 of the Rehabilitation Act of 1973 which prohibits discrimination against qualified individuals with disabilities who work in the federal government and the Civil Rights Act of 1991 which provides monetary damages in cases of intentional employment discrimination The Equal Employment Opportunity Commission EEOC enforces all of these laws EEOC also provides oversight and coordination of all federal equal employment opportunity regulations practices and policies Discriminatory Practices II What Discriminatory Practices Are Prohibited by These Laws Under Title VII the ADA and the ADEA it is illegal to discriminate in any aspect of employment including hiring and firing compensation assignment or classification of employees transfer promotion layoff or recall job advertisements recruitment testing use of company facilities training and apprenticeship programs fringe benefits pay retirement plans and disability leave or other terms and conditions of employment Discriminatory practices under these laws also include harassment on the basis of race color religion sex national origin disability or age retaliation against an individual for filing a charge of discrimination participating in an investigation or opposing discriminatory practices employment decisions based on stereotypes or assumptions about
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