{"id":1206,"date":"2019-09-04T17:51:04","date_gmt":"2019-09-04T17:51:04","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1206"},"modified":"2024-04-24T23:28:11","modified_gmt":"2024-04-24T23:28:11","slug":"anti-discrimination-legislation","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/anti-discrimination-legislation\/","title":{"raw":"Anti-Discrimination Legislation","rendered":"Anti-Discrimination Legislation"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Summarize the discrimination protections provided by Title VII of the Civil Rights Act of 1964<\/li>\r\n \t<li>Summarize the discrimination protections provided by the Civil Rights Act of 1991<\/li>\r\n \t<li>Identify additional laws &amp; executive orders regarding discrimination<\/li>\r\n<\/ul>\r\n<\/div>\r\n<h2>The Civil Rights Act of 1964<\/h2>\r\n[caption id=\"attachment_1783\" align=\"alignright\" width=\"400\"]<img class=\"wp-image-1783\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18230833\/800px-Lyndon_Johnson_signing_Civil_Rights_Act_July_2_1964.jpg\" alt=\"See caption for image description.\" width=\"400\" height=\"268\" \/> Figure 1. Lyndon B. Johnson signs the Civil Rights Act of 1964[\/caption]\r\n\r\nHistory.com notes that \u201cThe Civil Rights Act of 1964, which ended segregation in public places and banned employment discrimination on the basis of race, color, religion, sex or national origin, is considered one of the crowning legislative achievements of the civil rights movement.\u201d Indeed, civil rights leader Martin Luther King, Jr. referred to the Act as a \u201csecond emancipation.\u201d The Act was originally proposed by President John F. Kennedy, who stated, \u201cthe United States \u2018will not be fully free until all of its citizens are free.\u2019\u201d[footnote]History.com Editors. \"<a href=\"https:\/\/www.history.com\/topics\/black-history\/civil-rights-act\" target=\"_blank\" rel=\"noopener\">Civil Rights Act of 1964.<\/a>\" History.com. January 4, 2010. Accessed September 14, 2019.[\/footnote] Despite strong opposition from southern Congressional members, including a record 75-day filibuster and a 14 hour speech by former Ku Klux Klan member and West Virginia Senator Robert Byrd, the Act passed and was signed into law by President Kennedy\u2019s successor, Lyndon B. Johnson.\r\n\r\n<em>Fundamentals of Human Resource Management<\/em> authors DeCenzo, et.al. also state that \u201cno single piece of legislation has had a greater effect on reducing employment discrimination than the Civil Rights Act of 1964.\u201d For Human Resource Management purposes, the section or \u201ctitle\u201d of the Act that\u2019s particularly relevant is Title VII, which, as amended, \u201cprotects individuals against employment discrimination on the basis of race and color as well as national origin, sex, or religion.\u201d[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/laws\/statutes\/titlevii.cfm\" target=\"_blank\" rel=\"noopener\">Title VII of the Civil Rights Act of 1964.<\/a>\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.[\/footnote] Title VII makes it unlawful to discriminate against any employee or applicant for employment because of race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. As we will discuss further in <a href=\"..\/chapter\/why-it-matters-recruitment-and-selection\/\" target=\"_blank\" rel=\"noopener\">Module 6: Recruitment and Selection<\/a>, Title VII prohibits not only intentional discrimination but also neutral policies that disproportionately exclude minorities and are not job related. Title VII is applicable to private sector employers with fifteen or more employees, federal government employers, employment agencies, and labor organizations.\r\n\r\nTitle VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals of certain racial groups. The law also makes it illegal 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. Finally, the law requires employers to make reasonable accommodations for applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.\r\n<h3>Title VII Exceptions<\/h3>\r\nAn employer is permitted to take employment actions that would otherwise be held as discriminatory if the decision is based on a bona fide occupational qualification (BFOQ). Workforce states that \u201cTitle VII of the Civil Rights Act of 1964 provides that employment decisions may be made on the basis of sex, religion, or national origin (but not race or color) if the sex, religion, or national origin is a BFOQ reasonably necessary to the normal operation of the business. The Age Discrimination in Employment Act of 1967 contains a similar provision for the BFOQ exception in regard to age.\u201d[footnote]Staff Report. \"<a href=\"https:\/\/www.workforce.com\/1999\/12\/24\/the-bfoq-exception-to-discrimination-laws\/\" target=\"_blank\" rel=\"noopener\">The BFOQ Exception to Discrimination Laws.<\/a>\" WorkForce. December 24, 1999. Accessed September 14, 2019.[\/footnote]\r\n\r\nTo be applicable, a BFOQ exception must meet two conditions: (1) A particular religion, sex, national origin or age must be an actual qualification for performing the job; and (2) the requirement must be necessary to the normal operation of the employer\u2019s business. The same exception is allowed for job notices and advertisements, where the position at issue requires a worker of a particular religion, sex, national origin or age. For example,\r\nCivil.laws.com notes that \u201cit would not be a violation of Title VII for a Jewish center to refuse employment to a Catholic individual in a shul or school funded by the congregation if the employment required a statement of adherence to and promulgation of Judaism or the Jewish faith.[footnote]\"<a href=\"https:\/\/civil.laws.com\/title-vii-of-the-civil-rights-act\" target=\"_blank\" rel=\"noopener\">Title VII of the Civil Rights Act.<\/a>\" Laws. Accessed September 14, 2019.[\/footnote]\r\n<div class=\"textbox key-takeaways\">\r\n<h3>Learn More<\/h3>\r\nFor additional perspective, refer to <a href=\"https:\/\/www.law.cornell.edu\/wex\/bona_fide_occupational_qualification_%28bfoq%29\" target=\"_blank\" rel=\"noopener\">Cornell Law School\u2019s discussion of BFOQ<\/a>.\r\n\r\n<\/div>\r\n<h2>Civil Rights Act of 1991<\/h2>\r\nThe Civil Rights Act of 1991 was passed to address a series of decisions by the Supreme Court that undermined discrimination protections.[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/35th\/1990s\/civilrights.html\" target=\"_blank\" rel=\"noopener\">The Civil Rights Act of 1991<\/a>.\" EEOC. Accessed September 14, 2019.[\/footnote] In effect, the law nullified these decisions, re-establishing an employers burden of proof and the disparate impact theory of discrimination. The Act also amended \u201cTitle VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases.\u201d[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/laws\/statutes\/index.cfm\" target=\"_blank\" rel=\"noopener\">Laws Enforced by EEOC<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.[\/footnote] Specifically, \u201cthe Act provided that where the plaintiff shows that discrimination was a motivating factor for an employment decision, the employer is liable for injunctive relief, attorney's fees, and costs (but not individual monetary or affirmative relief) even though it proves it would have made the same decision in the absence of a discriminatory motive.\u201d[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/35th\/1990s\/civilrights.html\" target=\"_blank\" rel=\"noopener\">The Civil Rights Act of 1991<\/a>.\" EEOC. Accessed September 14, 2019.[\/footnote]\r\n\r\nThe Act also extended employment discrimination protection to employees of Congress and Title VII and ADA coverage to include American and American-controlled employers operating abroad.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Questions<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/2d6165c9-ab29-4cbc-8e34-6f8f6fc6c904\r\n\r\nhttps:\/\/assess.lumenlearning.com\/practice\/fceea0d1-4364-4eb8-8c65-82b555edb3e8\r\n\r\n<\/div>\r\n<h2>The Equal Pay Act (APA) of 1963<\/h2>\r\n<img class=\"alignright wp-image-1784\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18231042\/wesley-tingey-9z9fxr_7Z-k-unsplash-731x1024.jpg\" alt=\"A wooden gavel lying on a desk.\" width=\"300\" height=\"420\" \/>The Equal Pay Act (APA) of 1963 makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal 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. The EPA will be discussed further in <a href=\"..\/chapter\/why-it-matters-compensation-and-benefits\/\" target=\"_blank\" rel=\"noopener\">Module 8: Compensation and Benefits<\/a>.\r\n<h2>The Age Discrimination in Employment Act (ADEA) of 1976<\/h2>\r\nADEA protects applicants and employees 40 years or older from discrimination because of age and for retaliation for a discrimination complaint or related action. ADEA applies to private employers with 20 or more employees, state and local governments, employment agencies, labor organizations and the federal government. As mentioned above, it is generally unlawful to to state an age-related preference in job advertisements except when age is demonstrated to be a BFOQ. In a Recruitment &amp; Selection training manual, SHRM recommends cross-referencing state\u2019s discrimination laws, noting that \u201csome states require compliance with age discrimination law for employers of two or more workers, and some states have lowered the age discrimination threshold far below 40 years old.\u201d\r\n<h2>The Pregnancy Discrimination Act of 1978<\/h2>\r\nThe Pregnancy Discrimination Act of 1978 is an amendment to Title VII of the Civil Rights Act. The Act makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. SHRM notes that \u201cthe basic principle is that a woman affected by pregnancy or other related medical condition must be treated the same as any other applicant in the recruitment and selection process.\u201d The law also makes it illegal 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.\r\n<h2>Title I of the Americans with Disabilities Act (ADA) of 1990<\/h2>\r\nTitle I makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal 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. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business. SHRM expands on the EEOC description, stating that \u201cemployers are prohibited from using an employment test to disqualify a disabled candidate unless that test is valid for the skills necessary in the job to which they are applying and unless the same test is given to all applicants, not just to those with disabilities.\u201d Sections 501 and 505 of the Rehabilitation Act of 1973 extend ADA Title I protections to federal government applicants and employees.\r\n<h2>The Genetic Information Nondiscrimination Act (GINA) of 2008<\/h2>\r\nGINA makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history). The law also makes it illegal 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.\r\n<div class=\"textbox exercises\">\r\n<h3>Note<\/h3>\r\nSHRM\u2019s caution regarding differences in state and local versus federal laws applies across the board, and state\/local laws are generally more stringent. HR personnel are advised to contact the relevant state department of labor to confirm the extent of specific employment laws and to develop a process to remain up to date on changes.\r\n\r\n<\/div>\r\n<h2>Executive Orders<\/h2>\r\nExecutive orders generally extend discrimination protections to federal workers, including those working under federal contracts.\r\n<ul>\r\n \t<li><strong>Executive Order (E.O.) 11246.<\/strong> Issued by President Lyndon B. Johnson, prohibits federal contractors from discriminating \u201cagainst any employee or applicant for employment because of race, color, religion, sex, or national origin.\u201d Amended by President Obama (E.O. 13672)[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/50th\/thelaw\/11478_11246_amend.cfm\" target=\"_blank\" rel=\"noopener\">Executive Order 13672<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.[\/footnote] to extend protection to include sexual orientation or gender identity.[footnote]Winston &amp; Strawn LLP.\u00a0\"<a href=\"https:\/\/www.lexology.com\/library\/detail.aspx?g=1d2177ae-d5b9-4377-a643-62dd2cfe7418\" target=\"_blank\" rel=\"noopener\">President Obama Signs Amendments to Executive Orders Supporting LGBT Workplace Equality<\/a>.\" Lexology. July 22, 2014. Accessed September 14, 2019.[\/footnote]<\/li>\r\n \t<li><strong>E.O. 11478.<\/strong> Issued by President Nixon, bars discrimination against federal employees on the basis of race, color, religion, sex, national origin, disability, and age. Amended by President Clinton (E.O 13087) to include sexual orientation as a protected category. Amended by President Obama (E.O. 13672)[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/50th\/thelaw\/11478_11246_amend.cfm\" target=\"_blank\" rel=\"noopener\">Executive Order 13672.<\/a>\" U.S. Equal Employment Opportunity Commission.[\/footnote] to extend protection to include gender identity as a protected category.<\/li>\r\n<\/ul>\r\n<div class=\"textbox tryit\">\r\n<h3>PRactice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/32069967-c7a2-4d4a-bebe-7c5c938d56c0\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Summarize the discrimination protections provided by Title VII of the Civil Rights Act of 1964<\/li>\n<li>Summarize the discrimination protections provided by the Civil Rights Act of 1991<\/li>\n<li>Identify additional laws &amp; executive orders regarding discrimination<\/li>\n<\/ul>\n<\/div>\n<h2>The Civil Rights Act of 1964<\/h2>\n<div id=\"attachment_1783\" style=\"width: 410px\" class=\"wp-caption alignright\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-1783\" class=\"wp-image-1783\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18230833\/800px-Lyndon_Johnson_signing_Civil_Rights_Act_July_2_1964.jpg\" alt=\"See caption for image description.\" width=\"400\" height=\"268\" \/><\/p>\n<p id=\"caption-attachment-1783\" class=\"wp-caption-text\">Figure 1. Lyndon B. Johnson signs the Civil Rights Act of 1964<\/p>\n<\/div>\n<p>History.com notes that \u201cThe Civil Rights Act of 1964, which ended segregation in public places and banned employment discrimination on the basis of race, color, religion, sex or national origin, is considered one of the crowning legislative achievements of the civil rights movement.\u201d Indeed, civil rights leader Martin Luther King, Jr. referred to the Act as a \u201csecond emancipation.\u201d The Act was originally proposed by President John F. Kennedy, who stated, \u201cthe United States \u2018will not be fully free until all of its citizens are free.\u2019\u201d<a class=\"footnote\" title=\"History.com Editors. &quot;Civil Rights Act of 1964.&quot; History.com. January 4, 2010. Accessed September 14, 2019.\" id=\"return-footnote-1206-1\" href=\"#footnote-1206-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> Despite strong opposition from southern Congressional members, including a record 75-day filibuster and a 14 hour speech by former Ku Klux Klan member and West Virginia Senator Robert Byrd, the Act passed and was signed into law by President Kennedy\u2019s successor, Lyndon B. Johnson.<\/p>\n<p><em>Fundamentals of Human Resource Management<\/em> authors DeCenzo, et.al. also state that \u201cno single piece of legislation has had a greater effect on reducing employment discrimination than the Civil Rights Act of 1964.\u201d For Human Resource Management purposes, the section or \u201ctitle\u201d of the Act that\u2019s particularly relevant is Title VII, which, as amended, \u201cprotects individuals against employment discrimination on the basis of race and color as well as national origin, sex, or religion.\u201d<a class=\"footnote\" title=\"&quot;Title VII of the Civil Rights Act of 1964.&quot; U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.\" id=\"return-footnote-1206-2\" href=\"#footnote-1206-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a> Title VII makes it unlawful to discriminate against any employee or applicant for employment because of race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. As we will discuss further in <a href=\"..\/chapter\/why-it-matters-recruitment-and-selection\/\" target=\"_blank\" rel=\"noopener\">Module 6: Recruitment and Selection<\/a>, Title VII prohibits not only intentional discrimination but also neutral policies that disproportionately exclude minorities and are not job related. Title VII is applicable to private sector employers with fifteen or more employees, federal government employers, employment agencies, and labor organizations.<\/p>\n<p>Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals of certain racial groups. The law also makes it illegal 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. Finally, the law requires employers to make reasonable accommodations for applicants&#8217; and employees&#8217; sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer&#8217;s business.<\/p>\n<h3>Title VII Exceptions<\/h3>\n<p>An employer is permitted to take employment actions that would otherwise be held as discriminatory if the decision is based on a bona fide occupational qualification (BFOQ). Workforce states that \u201cTitle VII of the Civil Rights Act of 1964 provides that employment decisions may be made on the basis of sex, religion, or national origin (but not race or color) if the sex, religion, or national origin is a BFOQ reasonably necessary to the normal operation of the business. The Age Discrimination in Employment Act of 1967 contains a similar provision for the BFOQ exception in regard to age.\u201d<a class=\"footnote\" title=\"Staff Report. &quot;The BFOQ Exception to Discrimination Laws.&quot; WorkForce. December 24, 1999. Accessed September 14, 2019.\" id=\"return-footnote-1206-3\" href=\"#footnote-1206-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p>To be applicable, a BFOQ exception must meet two conditions: (1) A particular religion, sex, national origin or age must be an actual qualification for performing the job; and (2) the requirement must be necessary to the normal operation of the employer\u2019s business. The same exception is allowed for job notices and advertisements, where the position at issue requires a worker of a particular religion, sex, national origin or age. For example,<br \/>\nCivil.laws.com notes that \u201cit would not be a violation of Title VII for a Jewish center to refuse employment to a Catholic individual in a shul or school funded by the congregation if the employment required a statement of adherence to and promulgation of Judaism or the Jewish faith.<a class=\"footnote\" title=\"&quot;Title VII of the Civil Rights Act.&quot; Laws. Accessed September 14, 2019.\" id=\"return-footnote-1206-4\" href=\"#footnote-1206-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a><\/p>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>For additional perspective, refer to <a href=\"https:\/\/www.law.cornell.edu\/wex\/bona_fide_occupational_qualification_%28bfoq%29\" target=\"_blank\" rel=\"noopener\">Cornell Law School\u2019s discussion of BFOQ<\/a>.<\/p>\n<\/div>\n<h2>Civil Rights Act of 1991<\/h2>\n<p>The Civil Rights Act of 1991 was passed to address a series of decisions by the Supreme Court that undermined discrimination protections.<a class=\"footnote\" title=\"&quot;The Civil Rights Act of 1991.&quot; EEOC. Accessed September 14, 2019.\" id=\"return-footnote-1206-5\" href=\"#footnote-1206-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a> In effect, the law nullified these decisions, re-establishing an employers burden of proof and the disparate impact theory of discrimination. The Act also amended \u201cTitle VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases.\u201d<a class=\"footnote\" title=\"&quot;Laws Enforced by EEOC.&quot; U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.\" id=\"return-footnote-1206-6\" href=\"#footnote-1206-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a> Specifically, \u201cthe Act provided that where the plaintiff shows that discrimination was a motivating factor for an employment decision, the employer is liable for injunctive relief, attorney&#8217;s fees, and costs (but not individual monetary or affirmative relief) even though it proves it would have made the same decision in the absence of a discriminatory motive.\u201d<a class=\"footnote\" title=\"&quot;The Civil Rights Act of 1991.&quot; EEOC. Accessed September 14, 2019.\" id=\"return-footnote-1206-7\" href=\"#footnote-1206-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a><\/p>\n<p>The Act also extended employment discrimination protection to employees of Congress and Title VII and ADA coverage to include American and American-controlled employers operating abroad.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\n<p>\t<iframe id=\"assessment_practice_2d6165c9-ab29-4cbc-8e34-6f8f6fc6c904\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/2d6165c9-ab29-4cbc-8e34-6f8f6fc6c904?iframe_resize_id=assessment_practice_id_2d6165c9-ab29-4cbc-8e34-6f8f6fc6c904\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<p>\t<iframe id=\"assessment_practice_fceea0d1-4364-4eb8-8c65-82b555edb3e8\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/fceea0d1-4364-4eb8-8c65-82b555edb3e8?iframe_resize_id=assessment_practice_id_fceea0d1-4364-4eb8-8c65-82b555edb3e8\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>The Equal Pay Act (APA) of 1963<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1784\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/18231042\/wesley-tingey-9z9fxr_7Z-k-unsplash-731x1024.jpg\" alt=\"A wooden gavel lying on a desk.\" width=\"300\" height=\"420\" \/>The Equal Pay Act (APA) of 1963 makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal 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. The EPA will be discussed further in <a href=\"..\/chapter\/why-it-matters-compensation-and-benefits\/\" target=\"_blank\" rel=\"noopener\">Module 8: Compensation and Benefits<\/a>.<\/p>\n<h2>The Age Discrimination in Employment Act (ADEA) of 1976<\/h2>\n<p>ADEA protects applicants and employees 40 years or older from discrimination because of age and for retaliation for a discrimination complaint or related action. ADEA applies to private employers with 20 or more employees, state and local governments, employment agencies, labor organizations and the federal government. As mentioned above, it is generally unlawful to to state an age-related preference in job advertisements except when age is demonstrated to be a BFOQ. In a Recruitment &amp; Selection training manual, SHRM recommends cross-referencing state\u2019s discrimination laws, noting that \u201csome states require compliance with age discrimination law for employers of two or more workers, and some states have lowered the age discrimination threshold far below 40 years old.\u201d<\/p>\n<h2>The Pregnancy Discrimination Act of 1978<\/h2>\n<p>The Pregnancy Discrimination Act of 1978 is an amendment to Title VII of the Civil Rights Act. The Act makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. SHRM notes that \u201cthe basic principle is that a woman affected by pregnancy or other related medical condition must be treated the same as any other applicant in the recruitment and selection process.\u201d The law also makes it illegal 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.<\/p>\n<h2>Title I of the Americans with Disabilities Act (ADA) of 1990<\/h2>\n<p>Title I makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal 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. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer&#8217;s business. SHRM expands on the EEOC description, stating that \u201cemployers are prohibited from using an employment test to disqualify a disabled candidate unless that test is valid for the skills necessary in the job to which they are applying and unless the same test is given to all applicants, not just to those with disabilities.\u201d Sections 501 and 505 of the Rehabilitation Act of 1973 extend ADA Title I protections to federal government applicants and employees.<\/p>\n<h2>The Genetic Information Nondiscrimination Act (GINA) of 2008<\/h2>\n<p>GINA makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual&#8217;s genetic tests and the genetic tests of an individual&#8217;s family members, as well as information about any disease, disorder or condition of an individual&#8217;s family members (i.e. an individual&#8217;s family medical history). The law also makes it illegal 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.<\/p>\n<div class=\"textbox exercises\">\n<h3>Note<\/h3>\n<p>SHRM\u2019s caution regarding differences in state and local versus federal laws applies across the board, and state\/local laws are generally more stringent. HR personnel are advised to contact the relevant state department of labor to confirm the extent of specific employment laws and to develop a process to remain up to date on changes.<\/p>\n<\/div>\n<h2>Executive Orders<\/h2>\n<p>Executive orders generally extend discrimination protections to federal workers, including those working under federal contracts.<\/p>\n<ul>\n<li><strong>Executive Order (E.O.) 11246.<\/strong> Issued by President Lyndon B. Johnson, prohibits federal contractors from discriminating \u201cagainst any employee or applicant for employment because of race, color, religion, sex, or national origin.\u201d Amended by President Obama (E.O. 13672)<a class=\"footnote\" title=\"&quot;Executive Order 13672.&quot; U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.\" id=\"return-footnote-1206-8\" href=\"#footnote-1206-8\" aria-label=\"Footnote 8\"><sup class=\"footnote\">[8]<\/sup><\/a> to extend protection to include sexual orientation or gender identity.<a class=\"footnote\" title=\"Winston &amp; Strawn LLP.\u00a0&quot;President Obama Signs Amendments to Executive Orders Supporting LGBT Workplace Equality.&quot; Lexology. July 22, 2014. Accessed September 14, 2019.\" id=\"return-footnote-1206-9\" href=\"#footnote-1206-9\" aria-label=\"Footnote 9\"><sup class=\"footnote\">[9]<\/sup><\/a><\/li>\n<li><strong>E.O. 11478.<\/strong> Issued by President Nixon, bars discrimination against federal employees on the basis of race, color, religion, sex, national origin, disability, and age. Amended by President Clinton (E.O 13087) to include sexual orientation as a protected category. Amended by President Obama (E.O. 13672)<a class=\"footnote\" title=\"&quot;Executive Order 13672.&quot; U.S. Equal Employment Opportunity Commission.\" id=\"return-footnote-1206-10\" href=\"#footnote-1206-10\" aria-label=\"Footnote 10\"><sup class=\"footnote\">[10]<\/sup><\/a> to extend protection to include gender identity as a protected category.<\/li>\n<\/ul>\n<div class=\"textbox tryit\">\n<h3>PRactice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_32069967-c7a2-4d4a-bebe-7c5c938d56c0\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/32069967-c7a2-4d4a-bebe-7c5c938d56c0?iframe_resize_id=assessment_practice_id_32069967-c7a2-4d4a-bebe-7c5c938d56c0\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1206\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Anti-Discrimination Legislation. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Untitled. <strong>Authored by<\/strong>: Wesley Tingey. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/9z9fxr_7Z-k\">https:\/\/unsplash.com\/photos\/9z9fxr_7Z-k<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">Public domain content<\/div><ul class=\"citation-list\"><li>Lyndon Johnson signing Civil Rights Act. <strong>Authored by<\/strong>: Cecil Stoughton. <strong>Provided by<\/strong>: White House Press Office. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/commons.wikimedia.org\/wiki\/File:Lyndon_Johnson_signing_Civil_Rights_Act,_July_2,_1964.jpg\">https:\/\/commons.wikimedia.org\/wiki\/File:Lyndon_Johnson_signing_Civil_Rights_Act,_July_2,_1964.jpg<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/pdm\">Public Domain: No Known Copyright<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1206-1\">History.com Editors. \"<a href=\"https:\/\/www.history.com\/topics\/black-history\/civil-rights-act\" target=\"_blank\" rel=\"noopener\">Civil Rights Act of 1964.<\/a>\" History.com. January 4, 2010. Accessed September 14, 2019. <a href=\"#return-footnote-1206-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1206-2\">\"<a href=\"https:\/\/www.eeoc.gov\/laws\/statutes\/titlevii.cfm\" target=\"_blank\" rel=\"noopener\">Title VII of the Civil Rights Act of 1964.<\/a>\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019. <a href=\"#return-footnote-1206-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1206-3\">Staff Report. \"<a href=\"https:\/\/www.workforce.com\/1999\/12\/24\/the-bfoq-exception-to-discrimination-laws\/\" target=\"_blank\" rel=\"noopener\">The BFOQ Exception to Discrimination Laws.<\/a>\" WorkForce. December 24, 1999. Accessed September 14, 2019. <a href=\"#return-footnote-1206-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-1206-4\">\"<a href=\"https:\/\/civil.laws.com\/title-vii-of-the-civil-rights-act\" target=\"_blank\" rel=\"noopener\">Title VII of the Civil Rights Act.<\/a>\" Laws. Accessed September 14, 2019. <a href=\"#return-footnote-1206-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-1206-5\">\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/35th\/1990s\/civilrights.html\" target=\"_blank\" rel=\"noopener\">The Civil Rights Act of 1991<\/a>.\" EEOC. Accessed September 14, 2019. <a href=\"#return-footnote-1206-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-1206-6\">\"<a href=\"https:\/\/www.eeoc.gov\/laws\/statutes\/index.cfm\" target=\"_blank\" rel=\"noopener\">Laws Enforced by EEOC<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019. <a href=\"#return-footnote-1206-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-1206-7\">\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/35th\/1990s\/civilrights.html\" target=\"_blank\" rel=\"noopener\">The Civil Rights Act of 1991<\/a>.\" EEOC. Accessed September 14, 2019. <a href=\"#return-footnote-1206-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><li id=\"footnote-1206-8\">\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/50th\/thelaw\/11478_11246_amend.cfm\" target=\"_blank\" rel=\"noopener\">Executive Order 13672<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019. <a href=\"#return-footnote-1206-8\" class=\"return-footnote\" aria-label=\"Return to footnote 8\">&crarr;<\/a><\/li><li id=\"footnote-1206-9\">Winston &amp; Strawn LLP.\u00a0\"<a href=\"https:\/\/www.lexology.com\/library\/detail.aspx?g=1d2177ae-d5b9-4377-a643-62dd2cfe7418\" target=\"_blank\" rel=\"noopener\">President Obama Signs Amendments to Executive Orders Supporting LGBT Workplace Equality<\/a>.\" Lexology. July 22, 2014. Accessed September 14, 2019. <a href=\"#return-footnote-1206-9\" class=\"return-footnote\" aria-label=\"Return to footnote 9\">&crarr;<\/a><\/li><li id=\"footnote-1206-10\">\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/history\/50th\/thelaw\/11478_11246_amend.cfm\" target=\"_blank\" rel=\"noopener\">Executive Order 13672.<\/a>\" U.S. Equal Employment Opportunity Commission. <a href=\"#return-footnote-1206-10\" class=\"return-footnote\" aria-label=\"Return to footnote 10\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":4,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Anti-Discrimination Legislation\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"pd\",\"description\":\"Lyndon Johnson signing Civil Rights Act\",\"author\":\"Cecil Stoughton\",\"organization\":\"White House Press Office\",\"url\":\"https:\/\/commons.wikimedia.org\/wiki\/File:Lyndon_Johnson_signing_Civil_Rights_Act,_July_2,_1964.jpg\",\"project\":\"\",\"license\":\"pd\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Untitled\",\"author\":\"Wesley Tingey\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/9z9fxr_7Z-k\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"}]","CANDELA_OUTCOMES_GUID":"70b5a0c5-bb4d-4a4d-93e8-c27113572252, c107a5fa-800f-4a32-8f60-e570c496e1af, caf8ccd1-7cc8-4300-acf7-febbc15f7886, e6c4d528-8998-4255-a481-ac4b2b70f354","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1206","chapter","type-chapter","status-publish","hentry"],"part":1200,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1206","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":15,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1206\/revisions"}],"predecessor-version":[{"id":3314,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1206\/revisions\/3314"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1200"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1206\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1206"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1206"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1206"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1206"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}