Employment Laws and Regulations
Why would people need to know and be aware of employment laws? There are many different employment laws that are of importance in the workforce. The Equal Pay Act helps abolish wage differences based on gender. Another law, Title VII of the Civil Rights Act of 1964, prohibits discrimination of employment against person for their race, color, gender, national origin, and religion. A third act is the Age Discrimination of Employment Act which was signed in 1967. As said in the name of the law, the ADEA prohibits discrimination of employment against people the age of 40 or older. In 1970, a law was passed to regulate the collection, distribution, and use of ...view middle of the document...
One of the most famous court cases regarding the Equal Pay Act was Ledbetter v. Goodyear Tire and Rubber Company which was decided on May 29, 2001. After early retirement Lilly Ledbetter filed claims against Goodyear after finding out she was making considerably less money than her male counterparts performing the same job. The issues regarding this case are that Ledbetter only had 180 days after the pay discrimination to file the law suit against her previous employer. Also, according to the act, it is not unlawful practice to give individuals of the same job different levels of pay as long as it is not based on race, color, religion, sex or national origin. Because Ledbetter had filed the claim against Goodyear more than 180 days of the grievance, the courts decided in favor of the employer, It wasn’t until years later that Ledbetter prevailed in this case when President Obama signed into law the Lilly Ledbetter Fair Pay Act. The act extends the 1800th day statute of the Equal Pay Act. For more information regarding this case and the Equal Pay Act of 1963 visit the following resources:
Title VII of the Civil Rights Act of 1964 was established to prohibit an employer’s discrimination based on race, color, religion, sex and national origin. It protects against intentional discrimination as well as practices that have a discriminative effect on employees. The law was established with the help of the Civil Rights Movement. It covers all private employers, state and local governments and educational institutions with 15 or more employees. Title VII most affects human resources managers when creating job applications along with career advancements among internal employees. In addition, HR managers may be affected by Title VII when dealing with termination, benefits, raises etc. If an employee feels they have been discriminated against, they should file a complaint with the EEOC. The employer will then be notified by the EEOC if the claim is legitimate, and an investigation will take place. If the employer is found to have violated the law, legal remedies including monetary damages, injunctive relief and legal fees incurred will need to be paid to the employee along with reinstatement/promotion of original employment and wages will also likely follow. A famous example of an employer violating Title VII is the Griggs v. Duke Power Company case which was decided in 1971. The Supreme Court rules that if an employer’s policies conduct racial discrimination and the employer cannot prove that the policies are a business necessity, then that employer has violated Title VII. There are several websites available with more information about Title VII of the Civil Rights Act of 1946. To review a few please visit the following internet resources: