preferential treatment in federal hiring

The ADEA protects individuals who are 40 years of age or older from employment discrimination based on age. Unlike other acts, the Equal Pay Act applies to practically every employer, including private employers regardless of how many employees they have. The exceptions to this general rule are when difference is pay is based on 'a seniority system, a merit system, a system which measures earnings by quantity or quality of production or a differential based on any other factor other than sex.' To be equal work, the work must 'require equal skill, effort, and responsibility, and be performed under similar working conditions.' In other words, the general rule is that if a man and a woman perform the same job, they should be paid the same. The Equal Pay Act prohibits discrimination on the basis of sex in the payment of wages for equal work.

State government employers and their political subdivisions.

Private employers if they have more than 15 employees.

Title VII only applies to the following employers: Finally, Title VII protects against harassment as well as retaliation based on the protected categories listed above. For example, firing someone because they associate with a religious group you don't approve of would violate Title VII. Title VII also protects individuals against being discriminated against based on association with any of the above protected categories. Title VII prohibits employers from discriminating against employees and applicants based on their race, color, religion, sex or national origin.

The Equal Employment Opportunity Commission (EEOC) is the primary federal agency for enforcing most of these laws. Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA).The Immigration and Reform and Control Act of 1986 (IRCA).The Age Discrimination in Employment Act of 1967 (ADEA).

Title VII of the Civil Rights Act of 1964 (Title VII).Overview of Applicable Federal Laws Prohibiting Employer DiscriminationĪlthough this list is not exhaustive, these are the most commonly litigated areas of employment discrimination law: Here is an overview of the regulatory framework regarding federal employment discrimination. Many of these laws only apply to certain employers, and many of these laws have exceptions. Federal employment discrimination is a heavily regulated subject, and when hiring an employee, there are a host of rules and regulations that an employer can run afoul of.

Preferential treatment in federal hiring