Describe four major equal employment opportunity laws and the groups of people that each law protects.
What will be an ideal response?
Varies but should include four of the following laws:
The Equal Pay Act of 1963 requires that women be paid equal to men if they are doing the same work.
Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin, in all areas of the employment relationship.
The Age Discrimination in Employment Act of 1967 prohibits age discrimination against people 40 years of age or older, and it restricts mandatory retirement.
The Vietnam Era Veterans Readjustment Assistance Act of 1974 prohibits discrimination against Vietnam veterans by all employers with federal contracts or subcontracts of $100,000 or more. It also requires that affirmative action be taken.
The Pregnancy Discrimination Act of 1978 prohibits discrimination against women affected by pregnancy, childbirth, or related medical conditions, and it treats such discrimination as unlawful sex discrimination.
The Americans with Disabilities Act of 1990 strengthened the Rehabilitation Act of 1973 to require employers to provide “reasonable accommodations” to allow disabled employees to work.
The Civil Rights Act of 1991 strengthened civil rights by providing for possible compensatory and punitive damages for discrimination.
The Uniform Services Employment and Reemployment Rights Act (USERRA) ensures the civilian reemployment rights of military members who were called away from their regular (nonmilitary) jobs by U.S. government orders.
The Veterans Benefits Improvement Act of 2004 amends USERRA to extend health-care coverage while away on duty, and it requires employers to post a notice of benefits, duties, and rights of reemployment.
The Genetic Information Nondiscrimination Act of 2008 prohibits the use of genetic information in employment, prohibits intentional acquisition of the same, and imposes confidentiality requirements.
The Lilly Ledbetter Fair Pay Act of 2009 amends the 1964 CRA to extend the period of time in which an employee is allowed to file a lawsuit over pay discrimination.
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