Laws Prohibiting Employment Discrimination

Jennifer Duke

January 10, 2016

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.

This blog and web site published by Melville Johnson, P.C. should not be used as a substitute for seeking competent legal advice from a licensed professional attorney. Readers of this information should not act upon any information contained on this blog or website without seeking professional counsel.

Back to Blog

what our clients are saying

“I really appreciate how much Melville Johnson cared about my case. From the very beginning of the process, their federal employee attorneys were friendly and very informative. We won the case, and they were even helpful afterwards, answering any questions or concerns. Thank you Melville Johnson, and I will definitely pass your good work along to others in need.”
- Jim R.

“Despite the complexity of my situation, Melville Johnson took on my claim and immediately put me at ease with a clear demonstration of their expertise with EEO law. From the very start, the firm’s team members have been amazing to work with—hardworking, honest and extremely trustworthy. I would recommend them to anyone who needed this type of legal assistance!”
- Bridget B.

“As a person with a disability working for the federal government, I knew I needed to get the right legal professional assistance for my case. And while the process could have been tedious and overwhelming for a layperson without much legal knowledge, Melville Johnson alleviated all the potential stress involved by taking the guesswork out of my hands. With their help, I received disability approval in record time! I want to thank you for the superior work your firm performed. From my very first contact, your Client Intake Manager took the time to answer all of my initial questions and provide detailed information at every turn. And your attorneys showed nothing but professionalism and kindness throughout the process.”
- Sandra B.

“The consummate professionals at Melville Johnson work closely with you to ensure your rights are being protected. As a current federal employee, I found myself in a situation where the job I was asked to do didn’t match the position description for which I was hired nor the compensation I deserved. With the firm’s help, I was able to obtain back pay and transfer into a position that matched the job I was performing."
- L.M.