Discrimination in Employment — Relevant Federal Laws

Discrimination in Work– Relevant Federal Laws

Discrimination in employment is restricted by a series of federal laws. These laws are the following:

* Title VII of the Civil Rights Act of 1964, as amended (typically described as “Title VII”);.
* Title I of the Americans with Disabilities Act of 1990 (ADA);.
* The Age Discrimination in Work Act of 1967, as amended (ADEA);.
* The Equal Pay Act of 1963 (EPA);.
* The Civil Rights Act of 1991 (typically referred to as “CRA of 1991”); and.
* Section 501 of the Rehab Act of 1973, as changed.

Title VII prohibits employers from discriminating on the basis of race, color, religious beliefs, sex, or nationwide origin.

The ADA forbids companies from discriminating in work on the basis of impairment, in the general public sector and in the economic sector, but leaves out the federal government.

The ADEA forbids employers from discriminating versus individuals 40 years of age and older.

The EPA prohibits companies from discriminating on the basis of gender in how they spend for significantly comparable work under comparable conditions.

The CRA of 1991 supplies for monetary damages (including punitive damages) in cases of deliberate (willful) discrimination and clarifies arrangements about disparate effect actions.

The Rehabilitation Act, Section 501, forbids discrimination in work against federal workers with impairments.

The United States Equal Work Chance Commission (EEOC) enforces the main federal statutes forbiding discrimination in work. The head office of the EEOC lie in Washington, D.C., and there are local workplaces and local field offices throughout the nation. Inspect telephone info under Federal government listings for a contact telephone number, if you think you may have undergone employment discrimination.