Frequently Asked Questions
Title VII is a federal anti-discrimination law that prohibits an employer from discriminating on the basis of race, national origin, gender, or religion. It also bars discrimination based on pregnancy.
No. Title VII applies only to employers with 15 or more employees.
Title VII prohibits an employer from taking the following actions against an employee based upon his or her race, national origin, gender, or religion:
Yes. Male or white employees or applicants can be the subject of discrimination. This form of discrimination called reverse discrimination has been recognized by Title VII.
There may be a claim. The Equal Pay Act prohibits discrimination on the basis of sex where a male and woman perform substantially equal work.
No. It applies to employers that are already subject to the Fair Labor Standards Act.
The ADEA protects from discrimination employees and applicants who are over the age of 40.
No. The ADEA applies only to employers with 20 or more employees.
Yes. There are two federal laws that provide protection from discrimination for employees with disabilities: The Americans with Disabilities Act (ADA) protects employees in the private sector from disability discrimination; it applies only to employers with more than 15 employees. The Rehabilitation Act of 1973 applies to all government entities and federal contractors.
Yes, with one exception: The Immigration Reform and Control Act bars employers with more than three employees from discriminating on the basis of national origin.
Yes. The Act also applies to an “intended citizen,” an employee that can legally work in the U.S. but is not a citizen.
The Equal Employment Opportunity Commission (EEOC) is a federal agency that enforces discrimination laws. The EEOC investigates claims brought under Title VII, the ADEA, the ADA, or the Rehabilitation Act.