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Employment Laws Chart

Employment Law

Description and Requirement of Law Court Case Influential to Establishment of Law Importance of Law Workplace Application
Civil Rights Act of 1964

 

Exposed unequal application of voter registration and discrimination in schools and public places A series of cases with Brown v. Board of Education in 1954 Provides equal voting rights and outlawed discrimination (Skog, 2007). Offers equal employment opportunity and prohibits discrimination in hiring, promoting
Equal Employment Opportunity Act

 

To ensure fair treatment to all segments of society without regard to race, religion, color, national origin, or sex Case of McDonnell Douglas Corp. v. Green (1973) Provides fair opportunities to all Creating discrimination is illegal and remedies for discrimination complaints (Hayes & Ninemeier, 2008).
Equal Pay Act

 

To provide an equal pay for equal work to men and women that is performed within the same conditions (Hayes & Ninemeier, 2008). Cases of Schultz v. Wheaton Glass Co. (1970) and Corning Glass Works v. Brennan (1974) Eliminates discrimination in wages according to gender Offers same working condition and equal pay for men and women for equal work

 

Age Discrimination in Employment Act of 1967

 

To prohibit age discrimination in employment (Jennings, 2010). Case ofEECO v. Wyoming (1983) Removes discrimination based on age in hiring and promoting Prohibits discrimination in employment on the basis of age.

 

Americans with Disabilities Act of 1990

 

To prohibit discrimination with disabilities Cases of Southeastern Community College v. Davis (1979) and Consolidated Rail Corporation v. Darrone (1984).

 

Abolishes discrimination at all places on the basis of disabilities (Jones, 2003). Provides equal opportunities for disabled persons in employment procedures, promotion, compensation and training

 

Civil Rights Act of 1991

 

To strengthen and improve Federal civil rights laws A case of Wards Cove Packing Co. v. Antonio (1989) and Price Waterhouse v. Hopkins (1989).

 

 

It passed to limits the rights of employees who sued case their employers for discrimination (Capozzi, 2006). Increase power of 1964 act in case of employer liability and allows employees to sue a case when damages were claimed.

 

Family and Medical Leave Act (FMLA) of 1993

 

 

To provide up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible employees (Murphy, 2011). A case of Ragsdale v. Wolverine World Wide, Inc (2002);

 

Provide unpaid job protected leave for employees in case of family and medical reason It forces on employers to give more than 12 weeks unpaid and job protected leave for employees

 

Privacy Act of 1974

 

To establish a fair code of information practice to maintain the privacy of personal information Britt v. Naval Investigative Service (1989) and Doe v. Chao (2002)

 

It is created to concern about the creation and use of personal databases that is maintained by government agencies.

 

Provides an opportunity to individual to access and change their records with correct data (Casilly & Draper, 2002).

 

 

Drug-Free Workplace Act of 1988

 

It requires that all organizations receive grants to maintain drug free environment at workplace (Casilly & Draper, 2002). Treasury Employees v. Von Raab (1989) It requires federal grantees and contractors to certify that they maintain a drug-free workplace. Removes the unlawful manufacturer and distribution at workplace

 

 

Polygraph Protection Act of 1988

 

Prohibits the use of any lie detector test in employment process (Decenzo & Robbins, 2009). Mennen v. Easter Stores (1997) and Wiltshire v. Citibank (1996) Removes the use of lie detector tests in private organizations during screening and employment phase.

 

 

Employers cannot force to employees to take lie detector test and don’t discriminate them for refusing.

 

 

Worker Adjustment and Retraining Notification Act (WARN) of 1988

 

To protect the workers from sudden losses and closing of organization by giving a advance notice

North Star Steel Co. v Thomas (1995)

Protects workers and their families by forcing employers to give advance 60 days notice period in the situation of plant closing and mass layoffs (Swartz & Lee, 2007).

 

This advance notice helps the workers to adjust with loss situations and search new jobs.

 

 

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