Employment discrimination law was set up to protect employees from discriminations based on race, religion, sex, age, etc. A growing body of law also seeks to prevent employment discrimination based on sexual orientation, marital and/or family status. The main body of employment discrimination laws consists of federal and state statutes. There are several federal employment discrimination laws. Some of them are well-known, while others not so much. The Equal Pay Act of 1963, protect people from being paid at a lesser rate based on sex, race, ethnicity, etc. There can also be other factors for not being paid equally. These factors can include: prior wages, the person’s training, their value to the company, etc. Title VII of the Civil Rights Act of 1964 is another discrimination act. Under this law, it is illegal for employers to discriminate on the basis of race, color, religion, national origin, sex; including sexual harassment. Sex also includes pregnancy, childbirth, or related medical conditions. The act also applies to most employers engaged in interstate commerce with more than fifteen employees, labor organizations, and employment agencies. Title VII also prevents companies from treating and paying men and women differently. It is discriminatory to set up some jobs for only men or only women. It is even illegal to apply similar standards to men and women when such standards arbitrarily discriminate more against one sex than against the other. Title VII also prevented newspapers from being able to print different pages for men’s and women’s job ads. In Genesis 1:27 it says, “So God created man in his own image, in the image of God he created him, male and female he created them.” God created man and woman equally. So in some situations, they should be treated equally. Another act is ADEA. The Age Discrimination in Employment Act (ADEA) helps protect employees who are forty years of age or older. It is not easily decided whether age is an accurate...
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