a. Six Employment Laws Governing the Employment Relationship
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Fair Labor Standards Act (FLSA): This law establishes minimum wage, overtime pay eligibility, recordkeeping, and youth employment. It aims to ensure fair pay for hours worked and to set standards for child labor.
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Civil Rights Act of 1964 (Title VII): This law prohibits employment discrimination based on race, color, religion, sex, or national origin. It aims to promote equality in workplaces and prevent discriminatory practices.
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Age Discrimination in Employment Act (ADEA): This act protects individuals aged 40 and older from employment discrimination based on age. It promotes a workplace free from age-based bias and encourages the hiring of older workers.
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Americans with Disabilities Act (ADA): This law prohibits discrimination against individuals with disabilities in all areas of public life, including jobs. It mandates reasonable accommodations for employees with disabilities to perform their jobs effectively.
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Family and Medical Leave Act (FMLA): This act allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons. It guarantees up to 12 weeks of leave in a 12-month period for situations such as the birth of a child, serious health conditions, or caring for a family member.
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Occupational Safety and Health Act (OSHA): This law ensures workplace safety and health by setting and enforcing standards to prevent workplace hazards. Employers are responsible for providing a safe working environment for their employees.
b. Summary of a Court Ruling Applying Title VII
Case Citation: Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006)
Summary: In this landmark case, the U.S. Supreme Court addressed the issue of retaliation under Title VII of the Civil Rights Act of 1964. The case involved Sheila White, a female employee who had filed a complaint of sexual harassment against her employer. Following her complaint, she was reassigned to more difficult tasks and was later suspended without pay for what the employer claimed was a legitimate reason.
White argued that these actions constituted retaliation for her complaint of discrimination. The Supreme Court ruled in her favor, holding that Title VII's anti-retaliation provision prohibits an employer from punishing an employee for opposing discriminatory practices, regardless of whether the underlying discrimination claim was valid. The Court clarified that retaliatory actions do not need to be equivalent to an adverse employment action; they only need to be materially adverse to dissuade a reasonable worker from making or supporting a discrimination claim.
This ruling expanded protections for employees against retaliation in the workplace, emphasizing that workers should feel safe to report discrimination without fear of retribution.
References
- Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006).
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