14: Anti-Discrimination Law
- Page ID
- 41874
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- Understand the primary federal anti-discrimination laws.
- Learn the procedure for bringing and defending against discrimination complaints.
- Explore how businesses can protect themselves from discrimination claims.
- 14.1: Introduction
- This page discusses the Civil Rights Movement of the 1960s, highlighting key federal anti-discrimination laws like the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. It notes the expansion of protections to include disabilities and age, emphasizing that businesses must comply with these laws to prevent discrimination liability.
- 14.2: The Equal Pay Act of 1963
- This page discusses the Equal Pay Act of 1963, designed to address the wage gap between men and women, which improved from 59 cents to 79 cents on the dollar from 1963 to 2019. The Act requires equal pay for equal work and allows federal court claims within two years of identifying pay disparities. However, enforcement is complicated by job differences and women's career interruptions, particularly due to childcare responsibilities, making fair pay comparisons difficult.
- 14.3: Title VII of the Civil Rights Act of 1964
- This page discusses the Civil Rights Act of 1964, particularly Title VII, which prohibits employment discrimination based on race, color, religion, gender, and national origin for businesses with over fifteen employees. It distinguishes between disparate treatment and disparate impact, and addresses issues like hostile work environments and retaliation.
- 14.4: Enforcement of Title VII
- This page discusses the establishment of the Equal Employment Opportunity Commission (EEOC) by the Civil Rights Act of 1964 to enforce workplace civil rights. It outlines the complaint process, investigation procedures, and potential remedies for discrimination, including back pay and reinstatement.
- 14.5: The Age Discrimination in Employment Act of 1967
- This page discusses the Age Discrimination in Employment Act of 1967 (ADEA), which protects workers aged 40 and older from discrimination in hiring and employment conditions, applicable to employers with over twenty employees. It permits age-based qualifications in certain cases and allows valid dismissals.
- 14.6: The Americans with Disabilities Act of 1990
- This page covers the Americans with Disabilities Act (ADA), outlining protections against employment discrimination for individuals with disabilities. It mandates that employers evaluate applicants based on their ability to perform essential job functions, prohibits pre-employment medical exams, and allows for post-offer testing.
- 14.7: Genetic Information Nondiscrimination Act of 2008
- This page discusses the Genetic Information Nondiscrimination Act (GINA), enacted in 2008, which protects individuals from discrimination based on genetic information. It prohibits employers from requiring genetic testing and using genetic data in employment decisions, and bars health insurers from considering genetic information for coverage and premiums. GINA also restricts employer wellness programs from requiring disclosure of family medical history.
- 14.8: Concluding Thoughts
- This page emphasizes the significance of anti-discrimination laws for businesses, highlighting the 1964 Civil Rights Act, which prohibits discrimination based on race, color, religion, gender, and national origin, alongside the role of the EEOC in investigating claims. It also covers the Americans with Disabilities Act, which safeguards qualified individuals with disabilities from discrimination and mandates reasonable accommodations for them.