Name and explain two laws that protect citizens against the Gender based
discrimination.
1. Title VII of the Civil Rights Act of 1964: This federal law protects individuals against employment discrimination based on sex, which includes gender-based discrimination. Under Title VII, it is illegal for employers to discriminate against individuals in regards to hiring, firing, promotion, compensation, or any other terms and conditions of employment based on their gender. This law applies to both men and women and prohibits any form of gender-based bias or stereotypes.
To determine if a violation has occurred under Title VII, one can take the following steps:
- Gather evidence: Collect any relevant documents, communication records, emails, or any other materials that demonstrate discriminatory behavior.
- Document incidents: Keep a record of any discriminatory incidents, including dates, times, locations, and individuals involved.
- File a complaint: Contact the Equal Employment Opportunity Commission (EEOC) within 180 days from the date of the incident to file a discrimination charge. The EEOC will then investigate the claim.
2. The Equal Pay Act of 1963: This federal law aims to eliminate gender-based wage disparities by ensuring that men and women receive equal pay for performing substantially similar work. Under this law, employers are prohibited from paying different wages to employees of different genders in the same workplace.
To address a potential violation of the Equal Pay Act, individuals can follow these steps:
- Gather evidence: Collect evidence of unequal pay, such as pay stubs, employment contracts, or any other relevant documentation.
- Comparison analysis: Compare job duties, responsibilities, qualifications, and other relevant factors of the employees in question to determine whether there is a wage disparity.
- File a complaint: If there is evidence of unequal pay based on gender, individuals can file a complaint with the EEOC within a specified time frame, usually within two to three years from the date of the alleged violation.
It's important to note that there may be additional specific state laws that protect against gender-based discrimination, so researching and consulting with local labor laws and agencies is advisable.