The Civil Rights Act of 1991, The Equal Pay Act of 1963 (EPA) and The Age Discrimination in Employment Act of 1967 (ADEA) are all federal laws created to protect individuals from discrimination in the workplace in the United States. The Civil Rights Act of 1991 provides monetary damages in cases where it is found that employment discrimination was intentional. One example of this would be a Chinese employer terminating an African-American employee and not a Chinese employee because of racial preference when they both violated the same company rule. The Equal Pay Act of 1963 protects both men and women performing similarly equal work in the same workplace from wage discrimination that is sex-based. An example of a violation of this law would be paying a man $20 less per hour than a woman who holds the same position and longevity within the company. The Age Discrimination in Employment Act of 1967 protects men and women who are age 40 or older from being discriminated against for that reason. An example that falls under this law would be terminating a 56 year old person because the management fears their age may not attract the younger customer to their place of business.
The U.S. EEOC (Equal Employment Opportunity Commission) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex