Title VII of the Civil Rights Act of 1964Title VII of the Civil Rights Act of 1964 (Title VII) makes it unlawful to discriminate against someone on the basis of race, color, national origin, sex (including pregnancy, sexual orientation, and gender identity) or religion. The Act also makes it unlawful to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Show
Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex. Under Title VII, it is unlawful to discriminate in any aspect of employment, including:
Discriminatory practices under Title VII also include:
Complaints under Title VII are filed with the Equal Employment Opportunity Commission (EEOC). Under Title VII, the Department of Justice has authority to prosecute enforcement actions against state and local government employers upon referral by the EEOC of complaints arising under the Act. The Department of Justice also has authority to initiate investigations and prosecute enforcement actions against state and local government employers where it has reason to believe that a "pattern or practice" of employment discrimination exists. Uniformed Services Employment and Reemployment Rights Act of 1994The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) seeks to ensure that servicemembers are entitled to return to their civilian employment upon completion of their military service. Servicemembers should be reinstated with the seniority, status, and rate of pay that they would have obtained had they remained continuously employed by their civilian employer. To qualify for USERRA's reemployment rights, a servicemember must meet the following eligibility criteria:
Reasonable efforts must be made to enable returning employees to refresh or upgrade their skills to enable them to qualify for reemployment. Additionally, servicemembers are entitled to immediate reinstatement of health insurance for the member and previously covered dependents with no waiting period and no exclusion of preexisting conditions other than those that are military service-related. Employers must reemploy servicemembers who are disabled because of their military service in a position most nearly approximating their former position if they can no longer perform that job. USERRA also protects servicemembers from discrimination in hiring, promotion, and retention on the basis of past, present and future membership in the armed services, or military obligations. USERRA applies to voluntary as well as involuntary military service, in peacetime as well as wartime, and the law applies to virtually all civilian employers, including the federal government, state and local governments, and private employers, regardless of size. Complaints under USERRA are filed with the Veterans' Employment and Training Service of the Department of Labor. Under USERRA, the Department of Justice may appear on behalf of a servicemember if the Department of Justice is reasonably satisfied that the servicemember is entitled to the rights or benefits being sought. Executive Order 11246Executive Order 11246, signed by President Lyndon B. Johnson in 1965, prohibits federal government contractors and federal government-assisted construction contractors and subcontractors, who do over $10,000 in federal government business in one year from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin. The Executive Order also requires federal government contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment. Affirmative action, or positive measures, must be taken by covered employers to recruit and advance qualified minorities and women for jobs in which they are underutilized relative to their availability. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the federal government contractor's written personnel policies. Federal government contractors with written affirmative action programs must implement them, keep them on file, and update them annually. Federal government contractors also are required to take all necessary actions to ensure that no one attempts to intimidate or discriminate against an individual for filing a complaint or participating in a proceeding under the Executive Order. Executive Order 11246 is administered by the Office of Federal Contract Compliance Programs at the Department of Labor. The Department of Justice has authority to prosecute enforcement actions in federal court upon referral by the Department of Labor of complaints arising under the Executive Order. Which US law prohibits discrimination on the basis of age quizlet?The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment.
Which of the following laws prohibits employers from discriminating based on age quizlet?The Age Discrimination in Employment Act (ADEA) of 1967 prohibits age discrimination against employees or job applicant who are at least 35 years old.
What are the provisions of the Age Discrimination in Employment Act quizlet?Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any TERM, CONDITION, or PRIVILEGE of employment, including HIRING, FIRING, PROMOTION, LAYOFF, COMPENSATION, BENEFITS, JOB ASSIGNMENTS, and TRAINING.
What does the Age Discrimination in Employment Act 1967 prevent quizlet?The Age Discrimination in Employment Act of 1967 (ADEA), prohibits arbitrary age discrimination and specifically protecting individuals over 40 years old.
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