Most businesses have specific company policies regarding discrimination; however, state and federal labor laws are in place to protect workers from discrimination at the governmental level. Federal protections against discrimination include:
Title VII of the Civil Rights Act of 1964
The Civil Rights Act, amended in 1964, protects employees and job applicants alike from workplace or hiring discrimination based on race, color, religion, national origin, and sex. Title VII protects employees during all possible employment decisions, including:
- Recruitment
- Selections
- Terminations
- Promotions
- All other decisions about employment conditions
Equal Pay Act of 1963
Under the Equal Pay Act, men and women are protected from sex-based wage discrimination. Payment of wages or benefits to people who perform substantially equal work in the same workplace cannot be intentionally higher or lower based on someone’s sex.
Age Discrimination in Employment Act of 1967
Thanks to the Age Discrimination Act, the federal government protects people aged 40 years and older from age-based employment discrimination. Protections are implemented in the hiring process as well as in the workplace.
Rehabilitation Act of 1973
People with disabilities are protected from employment discrimination through the Rehabilitation Act of 1973. Because of this law, job applicants and employees with disabilities are protected from discrimination based on their disability. This act also requires federal agencies to make reasonable accommodations for any known disabilities in the workplace.
Pregnancy Discrimination Act of 1978
If a person is temporarily unable to perform their job due to a pregnancy-related condition or childbirth, they are protected under the Pregnancy Discrimination Act. Pregnant employees must be treated the same way as any other temporarily disabled employee, and they cannot be denied employment, fired, or demoted because of pregnancy.