![]() ![]() Equal Pay Act of 1963, which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin.The federal statutes prohibiting discrimination in employment are: Today, the EEOC conducts enforcement litigation under several federal statutes that prohibit job discrimination. Courts and the EEOC apply this analytical framework to cases brought under all federal anti-discrimination statutes. Absent this showing, the employer is guilty of workplace discrimination. Once a plaintiff succeeds in proving these four points, the burden shifts to the employer to articulate a legitimate, nondiscriminatory reason for refusing to hire the plaintiff. The employer continued to seek applicants with similar qualifications after the rejection.The employer rejected the plaintiff for the job and.The plaintiff applied and was qualified for the position sought.The plaintiff was a member of a Title VII-protected group.The plaintiff has the burden of proof to show that the plaintiff was indirectly discriminated against in a hiring case by showing that: In McDonnell, the Court held that a plaintiff could prove an individual case of intentional discrimination, or disparate treatment, under Title VII, by showing four factors. Supreme Court opinion, McDonnell Douglas Corp. In 1973, EEOC advocates pursued litigation leading to the country's most often cited anti-discrimination U.S. The EEOC strongly influenced the judicial interpretation of civil rights legislation. In 1972, Congress passed the Equal Employment Opportunity Act of 1972, which amended Title VII to give the EEOC authority to conduct its own enforcement litigation. Today, the EEOC enforces federal anti-discrimination statutes, and provides oversight and coordination of all federal equal opportunity regulations, policies, and practices. The employment section of the Civil Rights Act of 1964, known as Title VII, prohibits discrimination based on race, color, national origin, sex, and religion, and also prohibits employers from retaliating against any employees who exercise their rights under Title VII. The EEOC was created by the Civil Rights Act of 1964. Equal Employment Opportunity Commission ( EEOC) enforces federal laws prohibiting workplace discrimination. As such, it is illegal to refuse to rent or sell property to a person based on one of those characteristics.The U.S. In the context of housing discrimination, section 3604 of the Fair Housing Act enumerates seven protected characteristics: race, color, national origin, religion, sex, familial status, and disability. Such protections are also extended in the context of education and in access to public amenities, such as shops, restaurants, and hotels. Further, discrimination on the basis of sexual orientation and gender identity is also prohibited as sex discrimination following the 2020 Supreme Court case of Bostock v. For the statutes that created these protections, see Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, Under the ambit of sex, also protected is pregnancy (see the Pregnancy Discrimination Act). As stated on the Equal Employment Opportunity Commission’s (EOCC) website, these are eight protected characteristics in the United States in the context of employment discrimination: race, color, religion, sex, national origin, age, disability, and genetic information. A protected characteristic–also referred to as a protected class–is a personal trait that cannot be used as a reason to discriminate against someone. ![]()
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