It is considered illegal when an employee is treated in a different way for the reason of her or his sex, and when the different treatment unconstructively concerns the conditions or terms of employment. The conditions and terms of employment consist of training and advancement opportunities, being fired or hired from a job, title, pay, and position (HG. org, n. d. ). The Civil Rights Act of 1964, particularly Title VII forbids wage discrimination founded on sex, making available a broader statutory protection of the right to equal pay.
The Equal Employment Opportunity Commission has illustrated the following as the kind of evidence that would demonstrate sex-based wage discrimination: 1. The discriminatory use of wage-setting techniques such as market surveys or job evaluations, or application of a wage system or policy (Women’s Bureau, 1997, p. 204). 2. Barriers to equal admission to jobs (Women’s Bureau, 1997, p. 204). 3. The preponderance of circumstantial or direct evidence that wages are deliberately lowered for the reason of sex of occupants of the job (Women’s Bureau, 1997, p. 204).
Pregnancy Discrimination Act
In the spirit of the Pregnancy Discrimination Act of 1978, and Civil Rights Act of 1964, Americans are open to have children without losing their employment. Under the latter law, employers who are employing no less than 15 workers are not permitted to: reject to employ a woman for the reason of her pregnancy; force a worker to leave or fire for the reason that she is pregnant; take away credit for preceding years, accumulated retirement benefits, or seniority for the reason of maternity leave, and; refuse to hire or fire a woman for the reason that she has undergone abortion (Lectric Law Library, n. d. ).
Religious Discrimination Title VII of the Civil Rights Act of 1964, prohibits employers with at least 15 employees, including local and state governments from discriminating against persons for the reason of their religion in firing, hiring, and other conditions and terms of employment (HG. org, n. d. ). Sexual Harassment and Discrimination Employers are currently changing the ways of dealing sexual harassment in their company. No less than 40 percent of all women today report that at some point of their career they experienced being sexually harassed by an equal or superior officer (Emmployer-Employee. com, n. d. ).
Men, on the other hand account for about 11. 6 percent of all sexual harassment cases reported with the Equal Employment Opportunity Commission (Emmployer-Employee. com, n. d. ). Employers can no longer assert that they were not aware regarding the sexual harassment for the reason that the employee did not notify them, nor can the employer assert that they were uninformed of the supervisor’s actions. Retaliation for a Discrimination Claim Several of the federal laws that guard employee rights include provisions that make it illegal for an employer to retaliate against an employee who participates in conduct which the law protects.