The Civil Rights Act Of 1964

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The discriminatory practices under these laws also include, harassment based on race, color, religion, sex, national origin, disability, genetic information, or age, retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices, employment decisions based on stereotypes. (“Federal Antidiscrimination laws,” 2016) The federal laws on discrimination Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin, Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee. (“Federal Antidiscrimination laws,” 2016) The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination. (“Federal Antidiscrimination laws,” 2016) Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments. (Law, 1964) The Immigration Reform and Control Act (IRCA) of 1986 require employers to assure that employees hired are legally authorized to work in the U.S. However, an employer who requests employment verification only for individuals of a national origin, or individuals who appear to be or sound foreign, may violate both Title VII and IRCA; verification must be obtained from all applicants and employees. (Law, 1964) Religious discrimination is the treating of applicants or employees dif... ... middle of paper ... ...egal advice to the parties. Either party should contact an attorney for legal advice. The Division has a list of attorneys who handle fair employment cases.” (“Harassment in the workplace - Wisconsin department of workforce development,” n.d.) “Soon after the Division receives a complaint, it sends a copy to the respondent, who must provide a written answer to the complaint. The investigator may contact the complainant after receiving this answer and may gather more information from the parties or any witnesses to the actions. The investigator may also ask the parties if they want to try to resolve the case through a voluntary settlement. The parties may also engage in formal mediation with one of the Division 's Administrative Law Judge/Mediators at any time.” (“Harassment in the workplace - Wisconsin department of workforce development,” n.d.)

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