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Laws That Regulate Discrimination In Employment Essay

400 Words2 Pages

What are the three most important laws that regulate discrimination in employment? Who is protected by each, and what rights do employers still maintain when it comes to making decisions about employees?

The three most important laws that regulate discrimination in employment are the Civil Rights Act (1964/1991), Age Discrimination in Employment Act (1967), and Americans With Disabilities Act (1990/2008). The Civil Rights Act covers private employers with 15 or more employees and protects individuals based on race, color, religion, national origin, and sex and is enforced by the EEOC. Its passage summarily outlawed the systematic, far-reaching, and in some cases, legally sanctioned discrimination that had prevailed for decades across a number of areas of American society (Aiken, Salmon, & Hanges, 2013). If a complaint is filed, a full investigation is done based on allegations. They have to follow up once the investigation is complete, given that after the EEOC receives a charge of discrimination, Title VII of the Civil Rights Act of 1964 requires the agency to attempt to conciliate the charge with the private …show more content…

It prohibits discrimination of those 40 years and over and is enforced by the EEOC. Employers were letting people go or forcing them to retire based on their age. There was an exception to the act for firefighters and law enforcement. Americans with Disabilites Act covers private employers with 15 or more employees. It prohibits discrimination based on an individual with a disability. It is enforced by the EEOC. It was the first comprehensive legislation passed by any country to prohibit discrimination on the basis of disability. It covers all aspects of the employment relationship, from recruitment to firing, and it goes well beyond those issues to provide protections in public facilities, including transportation, telephones, and more (Dickson,

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It states that there won’t be any non-qualified person that should never be discriminated against in the process of job application, hiring, advancement, firing, job knowledge training, equivalent compensation, by any state, federal, government, private, and all labor unions, who felt that they shouldn’t or should be considered unequal or beneath because of their disabilities. This specific applies to human resource employees and have to abide by and prevent any obstacles from preventing qualified disable people from equal employment rights compared to those without disabilities. The Department of Homeland security demands that all employees to protect from external and internal security risk factors that may or can put the company into danger situations. Because of the higher than normal levels of workplace violence and hostile environments, security vulnerability has increased in some organizations that wasn’t abiding by policies and was unprotected.

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