Legal Rights and Responsibilitie s

Chapter

Equal Employment Opportunity Laws

Equal Pay Act (1963)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Equal Pay Act 1963 Prohibits sexual-based discrimination in rates of pay for men and women working in the same or similar jobs.

Coverage Private employers engaged in commerce or in the production of goods for commerce and with two or more employees; labor organizations.

(Continued) 2-2

Equal Employment Opportunity Laws (continued)

Title VII, Civil Rights Act (1964)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Title VII, 1964 Prohibits discrimination based Civil Rights Act on race, sex, color, religion, or (as amended national origin. in 1972)

Coverage Private employers with 15 or more employees for 20 or more weeks per year, institutions, state and local governments, employment agencies, labor unions, and joint labor-management committees.

(Continued) 2-3

Equal Employment Opportunity Laws (continued)

Age Discrimination in Employment Act (1967)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Age Discrimination 1967 Prohibits discrimination against in Employment Act individuals who are at least 40 (ADEA) years of age but less than 70. An amendment eliminates mandatory retirement at age 70 for employees of companies with 20 or more employees.

Coverage Private employers with 20 or more employees for 20 or more weeks per year, labor organizations, employment agencies, state and local governments, and federal agencies, with some exceptions.

(Continued) 2-4

Equal Employment Opportunity Laws (continued)

Rehabilitation Act (1973)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Rehabilitation Act, 1973 Prohibits discrimination against as amended handicapped persons and requires affirmative action to provide employment opportunity for handicapped persons.

Coverage Federal contractors and subcontractors with contracts in excess of $2,500, organizations receiving federal financial assistance, and federal agencies.

(Continued) 2-5

Equal Employment Opportunity Laws (continued)

Vietnam-Era Veterans Readjustment Assistance Act (1974)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Vietnam-Era Veterans 1974 Prohibits discrimination in hiring Readjustment disabled veterans with 30 Assistance Act percent or more disability rating, veterans discharged or released for a serviceconnected disability, and veterans on active duty between August 5, 1964 and May 7, 1975. Also requires written AAPs for certain employers.

Coverage Federal contractors and subcontractors with contracts in excess of $10,000; employers with 50 or more employees and contracts in excess of $50,000.

(Continued) 2-6

Equal Employment Opportunity Laws (continued)

Pregnancy Discrimination Act (1978)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Coverage Pregnancy 1978 Requires employers to treat Same a Title VII, Civil Rights Discrimination Act pregnancy just like any other Act. (PDA) medical condition with regard to fringe benefits & leave policies.

(Continued) 2-7

Equal Employment Opportunity Laws (continued)

Older Workers Benefit Protection Act (1990)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Coverage Older Workers 1990 Provides protection for Same as ADEA. Benefit Protection employees over 40 years of age Act in regard to fringe benefits and gives employees time to consider an early retirement offer.

(Continued) 2-8

Equal Employment Opportunity Laws (continued)

Civil Rights Act (1991)

Summary of Equal Employment Opportunity Laws and Executive Orders

Law/Executive Order Year Purpose or Intent Civil Rights Act 1991 Permits women, persons with disabilities, and persons who are religious minorities to have a jury trial and sue for punitive damages if they can prove intentional hiring and workplace discrimination. Also requires companies to provide evidence that the business practice that led to the discrimination was not discriminatory but was jobrelated for the position in question and consistent with business necessity.

Coverage Private employers with 15 or more employees. -Burden of Proof -Money Damages(compensatory, punitive)

(Continued) 2-9

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