Evolution of the Employment Discrimination Laws

The Civil Rights Act of 1964 deals with many disciplines of discrimination from education to voting. The coverage about employment aspects falls under Title VII which prohibits discrimination in all features of employment footed on “religion, sex, race, national origin and color,” The discrimination in workplace was present widely and hence Congress took the unprecedented decision not to permit jury trial in Title VII cases. Hence, enforcement of Title VII was assigned to federal judges.

It is really shock to note that in the early years, some of the judges who heard indiscrimination cases were murdered due to their efforts o transform the world. (Appleby, 2007, p. 68) In the early 1990’s , in response to Supreme Court of U. S. A which restricted the scope of federal employment discrimination law and swelling of complaints of unjust treatment of sex discrimination claims , Congress enacted the 1991 CRA. Some of the case laws that forced the enactment of CRA were Patterson v.

McLean Credit Union where there was a restriction of application of post-contractual discrimination under § 1981, PriceWaterhouse v. Hopkins thereby limiting applicant recovery in “mixed-motive “ unequal treatment case etc. ( Nielsen,2005, p. 266). There are set of laws which govern the discrimination in employment in U. S. A. These laws are known as “Federal Equal Employment Opportunity (EEO) Laws. ” These details of such laws are given below:

? EPA –“Equal Pay Act of 1963”- which safeguards employees who carries out same type of job in an organisation from sex-oriented discrimination in wage. ? “The Civil Rights Act “which prohibits discrimination in employment footed on “religion, race, color, national origin or sex. ” ? ADA-“Title I and Title V of the Americans with Disabilities Act of 1990” which forbid discrimination in employment against specified persons with impairments in the private industry and in local and in the state government.

? ADEA – “The Age Discrimination in Employment Act of 1967. ” This safeguards persons who crossed forty years in age or still elder people. ? Civil Rights Act which offers financial compensation in respect of designed discrimination in employment ? “Under Rehabilitation Act of 1973,” the section 505 and 501 forbid prejudice against specified individuals with impairments in the federal government. EEOC administers all the above said laws and offers coordination and oversight of all employment practices, policies and regulations of federal government.