Title VII of the Civil Rights Act of 1964, commonly referred to as "Title VII," makes it illegal to discriminate against someone on the basis of Race, Color, National Origin, Sex, Gender, or Religion. Title VII also makes it illegal to retaliate against someone who complains of discrimination, files a charge of discrimination, or otherwise participates in a discrimination investigation or lawsuit.
The Age Discrimination in Employment Act of 1967, commonly referred to as the "ADEA," protects employees age 40 and older from discrimination based on their age. Like Title VII, the ADEA also prohibits retaliation against a person who complains of age discrimination, files a charge of age discrimination, or participates in an investigation or lawsuit relating to age discrimination.
The Rehabilitation Act of 1973 protects federal employees from discrimination based on a mental or physical disability. The more widely known Americans with Disabilities Act of 1990, commonly referred to as the "ADA," protects disabled employees in the private sector and state and local government from discrimination based on their disabilities.
Both of these laws make it illegal to discriminate against an otherwise qualified employee based on a disability. These laws go further and require that employers reasonably accommodate known disabilities of otherwise qualified employees unless doing so would cause an undue hardship to the employer or agency.
While these laws offer employees clear protection from discrimination, proving allegations of discrimination is rarely a straightforward process. Rarely does an employer admit to discriminating against someone, and for most people the act of accusing someone of discrimination is not a comfortable one.
If you are a federal employee and believe you are being discriminated against, the federal employee attorneys at Melville Johnson, P.C. may be able to help. Call or message us today to discuss your situation and learn how we can assist you.