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Title VII also applies to state, federal, local and other public employees. Employees of federal and state governments have additional protections against employment discrimination. The Civil Service Reform Act of 1978 prohibits discrimination in federal employment on the basis of conduct that does not affect job performance.
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.
Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics. In the U.S., federal anti-discrimination law prohibits discrimination by employers against employees based on age , race , gender , sex (including pregnancy , sexual orientation , and gender identity ), religion , national ...
The Court of Appeals noted that "voluntary compliance is a preferred means of achieving Title VII's goal of eliminating employment discrimination,", [2] and that requiring a full hearing on the test's job-validity before approving a settlement "would seriously undermine Title VII's preference for voluntary compliance and is not warranted,". [3]
In McDonnell Douglas Corp. v. Green (1973), the Supreme Court held that, in order to survive a motion for summary judgment, a plaintiff alleging discrimination under Title VII must make a prima facie showing of discrimination, the first in a series of shifting burdens of proof known as McDonnell Douglas burden-shifting. [2]
Form I-9, officially the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form. Mandated by the Immigration Reform and Control Act of 1986, it is used to verify the identity and legal authorization to work of all paid employees in the United States.
Before an employer can engage in intentional discrimination for the asserted purpose of avoiding or remedying an unintentional, disparate impact, the employer must have a strong basis in evidence to believe that it will be subject to disparate-impact liability if it fails to take the race-conscious, discriminatory action.
Anti-Discrimination Act of 1945; CROWN Act (2022; only for public education) Arkansas CROWN Act (2023, only for public education) California: California Constitution, Article I, §8 (1879) California Fair Employment and Housing Act [8] Unruh Civil Rights Act; California Voting Rights Act; CROWN Act (2019) Colorado Colorado Constitution, Article ...