State and federal laws protect employees against the various faces of workplace discrimination. If you have been subjected to workplace discrimination, it’s vital to recognize that you are entitled to protections under Federal Anti-Discrimination Laws. Please continue reading to learn about the major federal laws prohibiting workplace discrimination and why connecting with a determined New York Discrimination Lawyer is in your best interest.
What Anti-Discrimination Laws Are Enforced By the Federal Government?
The laws enforced by the Equal Employment Opportunity Commission (EEOC) make it illegal to discriminate against job applicants and employees based on:
- The Civil Rights Act of 1964: Title VII of this act protects employees and job applicants from employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, and national origin (including membership in a Native American tribe). This act covers the full spectrum of employment decisions, including recruitment and terminations. It also prohibits employers from retaliating against an applicant or employee for asserting their rights under the law by filing a complaint or purusing legal action against discrimination in the workplace.
- The Equal Pay Act of 1963: This statute protects men and women from sex-based wage discrimination. It requires employers to pay men and women equally when they perform equal work in the same establishment. Like the Civil Rights Act of 1964, employees are protected from employer retaliation.
- The Age Discrimination in Employment Act of 1967: This law protects individuals 40 years of age or older from age-based employment discrimination. Age discrimination is prohibited in all terms and conditions of a person’s employment, including hiring, compensation, job assignments, discipline, and promotions.
- The Rehabilitation Act of 1973: Sections 501 and 505 of this Act protect job applicants and employees from employment discrimination based on disabilities. It also requires federal agencies to provide reasonable accommodations for known disabilities unless doing so would cause an undue hardship.
- The Americans with Disabilities Act of 1990: Title I of the ADA prohibits employers from discriminating against people with a perceived or real disability. This applies to private employers with at least 15 employees, local governments and their agencies, employment agencies, and labor unions.
- The Genetic Information Nondiscrimination Act: Title II prohibits employers from discriminating against employees because of their genetic information, such as genetic tests and an individual’s family history of diseases, disorders, or conditions. Employers are required to keep this information confidential.
- The Pregnancy Discrimination Act: Title VII of this law makes it unlawful for employers to discriminate against a person based on pregnancy, childbirth, or a related medical condition (miscarried or abortion). An employer cannot force a pregnant employee to take leave when they are still able to work or make assumptions about their ability or willingness to work after having the child.
- The Immigration Reform and Control Act: IRCA makes it illegal for employers to discriminate against a job applicant or employee based on their citizenship or national origin. It also prohibits employers from knowingly hiring employees who are not authorized to work in the U.S.
If you are the victim of workplace discrimination, please don’t hesitate to contact the skilled attorneys at Bell Law Group, PLLC, who can help you fight this injustice.
