Although individual states often have their own laws against discrimination in the workplace, most anti-discrimination laws are enforced by the federal government. The EEOC (Equal Employment Opportunity Commission) enforces various laws that protect applicants and employees from unfair treatment. If your rights were violated in the workplace speak with an Atlanta employment discrimination attorney for knowledgable representation.

What Anti-Discrimination Laws Are Enforced By the Federal Government?

1. The Civil Rights Act of 1964: Title VII of this act makes it illegal to discriminate against a person because of their race, color, religion, sex, sexual orientation, gender identity, and national origin. This act also protects employees from retaliation if they make a discrimination complaint or are involved in any type of lawsuit or action against discrimination in the workplace.
2. The Pregnancy Discrimination Act: This act amended the above Title VII. With its enactment, it also makes it illegal to discriminate against a person because of pregnancy, childbirth, or related medical conditions.
3. The Equal Pay Act of 1963: The Equal Pay Act requires employers to pay both men and women equally when they perform the same or equal work. It is illegal to participate in wage discrimination on the basis of gender or sex. Similarly to Title VII of the Civil Rights Act, this act also protects people from retaliation.
4. The Age Discrimination in Employment Act of 1967: The ADEA protects workers who are 40 or older from discrimination based on their age. Workers are also protected from retaliation for complaining about discrimination or being involved in a lawsuit or investigation.
5. The Rehabilitation Act of 1973: Sections 501 and 505 of the Rehabilitation Act make it illegal for workers of the federal government to be discriminated against because of a disability. Workers are also protected from retaliation under this law.
6. The Americans with Disabilities Act of 1990: Title I of the ADA states that it is illegal for an employer to discriminate against a person based on a perceived or real disability. This applies to private companies, state governments, and local governments. Employers are required to provide reasonable accommodations for workers with a disability, given that they can afford to do so. Retaliation is also prohibited based on this act.
7. The Genetic Information Nondiscrimination Act of 2008: Title II of the GINA makes it illegal for an employer to discriminate against employees because of their genetic information including genetic tests and an individual’s family’s diseases, disorders, or conditions. An employee or applicant cannot be discriminated against because of their family’s medical history and they are protected from retaliation if they make a complaint or participate in a discrimination investigation.
8. The Pregnant Workers Fairness Act of 2022: The PWFA requires employers to provide reasonable accommodations to employees who are pregnant, just went through childbirth, or are affected by medical conditions related to pregnancy. Workers are protected from retaliation through this act.

Equal employment opportunity is important in the United States. The EEOC covers a multitude of categories of people and protects them from discrimination in the workplace. If you believe your rights have been violated it is crucial that you work with an experienced employment attorney to ensure you get the justice you deserve.