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The ADEA prevents age discrimination and provides equal employment opportunity under the conditions that were not explicitly covered in Title VII of the Civil Rights Act of 1964. [1] The act also applies to the standards for pensions and benefits provided by employers , and requires that information concerning the needs of older workers be ...
The Equal Credit Opportunity Act (ECOA) is a United States law (codified at 15 U.S.C. § 1691 et seq.), enacted 28 October 1974, [3] that makes it unlawful for any creditor to discriminate against any applicant, with respect to any aspect of a credit transaction, on the basis of (among other things) age, provided the applicant has the capacity to contract.
Employee Retirement Income Security Act of 1974, private pension minimum standards and fiduciary duties; Title VII of the Civil Service Reform Act of 1978, established collective bargaining rights for most employees of the federal government; Humphrey–Hawkins Full Employment Act of 1978
Civil Rights Act of 1866 [3] Civil Rights Act of 1871 [4] Civil Rights Act of 1957 [5] Civil Rights Act of 1964 [6] Civil Rights Act of 1968; Civil Rights Act of 1991; Equal Pay Act of 1963; Executive Order 11478 [7] Executive Order 13166 – “Improving Access to Services for Persons with Limited English Proficiency” Fair Employment Act of 1941
President Lyndon B. Johnson hands a pen to Rev. Martin Luther King after signing the historic Civil Rights Act in the East Room of the White House in Washington, D.C. on July 2, 1964.
These interpretations have had the effect to "stay experimentation in things social and economic" and stop states wanting to "serve as a laboratory" by improving labor rights. [90] Where minimum rights do not exist in federal or state statutes, principles of contract law, and potentially torts, will apply.
Susan Powter, ’90s Stop the Insanity! fitness guru, is returning to the spotlight after disappearing for over 30 years. She is telling her story via a self-published memoir, And Then Em Died ...
Employment practices that do not directly discriminate against a protected category may still be illegal if they produce a disparate impact on members of a protected group. Title VII of the Civil Rights Act of 1964 prohibits employment practices that have a discriminatory impact, unless they are related to job performance.