Title VII of the Civil Rights Act of 1964

Title VII bans employment discrimination against protected groups. It was part of a broader civil rights movement responding to unfair treatment of minorities, especially women and African Americans. Before Title VII, employers could legally favor less-qualified individuals over highly qualified candidates based solely on race, sex, religion, or national origin. The law applies to most employers with 15 or more employees, as well as labor organizations and training programs, and is enforced by the EEOC. The ADEA of 1967 protects workers age 40 and older from age-based discrimination and limits forced early retirement practices. Its 1990 amendment, the OWBPA, allows older employees to be charged more for certain benefits due to increased costs, under specific conditions. The Pregnancy Discrimination Act of 1978 ensures pregnant employees are treated equally in all employment matters, including benefits. The ADA of 1990 prohibits discrimination based on disability and requires equal benefit coverage regardless of disability status. The Civil Rights Act of 1991 strengthened employee protections by shifting the burden of proof to employers and reinforcing the business necessity defense. Lastly, GINA, passed in 2008, protects individuals from employment and insurance discrimination based on genetic information, addressing concerns raised by advances in genomic medicine.