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Various Laws Enacted for the Protection of Employees

In order to protect and uphold the rights of employees and job applicants against abusive co-workers and employers, federal and state laws have been passed and enforced all across the United States. These laws are also intended to help create order and balance in the workplace and violation of any of the stipulations contained in them would lead to charges and possible compensation to do justice to the affected employee.

Various workplace discrimination laws are enforced by the U.S. Equal Employment Opportunity Commission of 1964. The EEOC is a self-governing body approved by the US Congress on July 2 of 1964; its creation was for the implementation of the Civil Rights Act, which was passed in 1964 and aimed at safeguarding individuals from the many forms of employment discrimination existing in the workplace. The usual bases of these discriminatory acts are race, origin, color, sex and religion.

If you believe that you have been discriminated against, contact a discrimination lawyer today to discuss your options.

The other laws that have been created and which are enforced by EEOC include:

  • The Equal Pay Act (EPA): this law, which was approved in 1963, orders that employees who perform the same work ( in the same office), regardless of gender, ought to receive the same pay; “same work” implies similar responsibilities, skills and efforts
  • The Civil Rights Act of 1964: this law illegalizes any form of discrimination, regardless of basis; it also prohibits retaliatory acts against employees who simply complain or file employment discrimination cases and who participate in investigations or lawsuits involving discriminatory practices
  • The Age Discrimination in Employment Act (ADEA): beginning in 1967 those who applied for jobs and were aged 40 or above received protection from this law
  • Americans with Disabilities Act (ADA): this 1990 law provides protection to people who are discriminated due to their disability (despite their competence and capability to perform the work like anybody else)
  • Sections 102 and 103 of the Civil Rights Act of 1991: these laws are actually improvements of the Civil Rights Act and Americans with Disabilities Act. The law allows the granting of compensation to victims of intentional employment discrimination
  • The Genetic Information Nondiscrimination Act (GINA): its approval on November 21, 2009, gave protection to individuals with issues of genetic information. It also illegalizes leaking of information regarding an employee’s family’s medical condition,  genetic tests, as well as issues of medical disorders
  • The Pregnancy Discrimination Act: this law is one of the amendments made on Title VII of the Civil Rights Act; it makes discrimination against women due to pregnancy or childbirth (as well as any medical situation akin to pregnancy and childbirth) illegal.

There is a statute of limitation, though, for the filing of employment discrimination cases; these cases will also need to be forwarded to the EEOC first. Having a good lawyer to assist you will ensure that you go through the whole process correctly and within the specified time limit.