Explain how these laws intertwine:
Title VII of the Civil Rights Acct of 1964, Civil Rights 1991, Opportunity act 1972, Age Discrimination of 1967, Disabilities act, immigration reform and control act of 1986, Fair labor standards act
Also explain how the number of employees in the company affects the companys status if the company is not in compliance. (Noncompliance as in company's not being in compliance. "Federal legislative laws")
All of those laws protect the employment of minority groups.
If you want to expand on that, I'll be glad to check your ideas.
Thank-you!
You're welcome.
The laws you mentioned - Title VII of the Civil Rights Act of 1964, Civil Rights Act of 1991, the Opportunity Act of 1972, Age Discrimination in Employment Act of 1967, Americans with Disabilities Act, Immigration Reform and Control Act of 1986, and Fair Labor Standards Act - are all federal legislative laws in the United States aimed at ensuring equal employment opportunities and fair treatment for employees.
Here is an explanation of how these laws intertwine:
1. Title VII of the Civil Rights Act of 1964: Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin. It establishes the Equal Employment Opportunity Commission (EEOC) to enforce its provisions.
2. Civil Rights Act of 1991: This law amended Title VII and other federal anti-discrimination laws, providing additional remedies to victims of discrimination and expanding protections against discrimination based on disability.
3. Opportunity Act of 1972: This law extended Title VII protections to state and local government employees and strengthened enforcement mechanisms.
4. Age Discrimination in Employment Act of 1967 (ADEA): ADEA prohibits age discrimination against employees who are 40 years of age or older. It applies to employers with 20 or more employees.
5. Americans with Disabilities Act (ADA): ADA prohibits discrimination against individuals with disabilities in employment, public services, accommodations, and telecommunications. It applies to employers with 15 or more employees.
6. Immigration Reform and Control Act of 1986 (IRCA): IRCA prohibits employers from hiring or continuing to employ individuals who are not authorized to work in the United States.
7. Fair Labor Standards Act (FLSA): FLSA establishes minimum wage, overtime pay requirements, child labor standards, and record-keeping requirements for employers engaged in interstate commerce.
Now, regarding your second question about the number of employees and compliance status:
The number of employees in a company can impact its compliance status with these federal laws. Each law has different thresholds or requirements regarding the minimum number of employees before it applies to the company. For example:
- Title VII applies to employers with 15 or more employees.
- The ADEA applies to employers with 20 or more employees.
- The ADA applies to employers with 15 or more employees.
- IRCA applies to all employers, regardless of the number of employees.
If a company does not comply with these laws, such as engaging in discriminatory practices, it can face legal consequences, such as lawsuits and monetary penalties. The specific penalties and remedies vary depending on the law violated and the severity of the violation.
It's important for employers to be aware of these laws, understand their obligations, and ensure compliance to promote a fair and inclusive work environment while avoiding legal and financial consequences. If a company is unsure of its compliance status or has questions about these laws, it is advisable to seek legal guidance or consult with experts in employment law.