Equal employment opportunity act 19729/26/2023 ![]() This law also provided amendments to the Japanese Labor Standards Act of 1947 and the Working Women's Welfare Law. The Ordinance for the Enforcement of the Act on Ensuring Equal Opportunities for and Treatment of Men and Women in Employment (雇用の分野における男女の均等な機会及び待遇の確保 等に関する法律施行規則), commonly known as the Equal Employment Opportunity Law, is a Japanese labor law, passed in May 1985 and implemented in April 1986, designed to implement an earlier law, the Act on Equal Opportunity Between Men and Women in Employment, requiring equal employment opportunities between men and women, passed in 1972. ![]() The 1997 revisions target discrimination in specific areas of promotion, recruitment, and hiring, while the 2005-6 revisions focus on making employers responsible for eradicating sexual harassment in the workplace. Equal Employment Opportunity Act of 1972. The law has been revised twice since its passage, once in 1997, and once in 2005-2006. The law also establishes what equal opportunities are legally expected of employers. The term equal, however, must be interpreted correctly as it applies to this legislation. 1988) by adding a reference to section 102 of the Civil Rights Act of 1991 to the list of civil rights actions in which reasonable attorneys fees may be awarded to the prevailing party, other than the United States. The Equal Employment Opportunity Act ( Public Law 92 261) of 1972 was designed to prohibit job discrimination for reasons of race, religion, color, national origin, and sex. The law provides for a Conciliation Commission to arbitrate disputes between women and their employers, along with placing specific legal protections into law. This section amends section 722 of the Revised Statutes (42 U.S.C. As such, it is illegal to refuse to rent or sell property to a person based on one of those characteristics. In the context of housing discrimination, section 3604 of the Fair Housing Act enumerates seven protected characteristics: race, color, national origin, religion, sex, familial status, and disability. Such protections are also extended in the context of education and in access to public amenities, such as shops, restaurants, and hotels. Further, discrimination on the basis of sexual orientation and gender identity is also prohibited as sex discrimination following the 2020 Supreme Court case of Bostock v. The 1972 Equal Employment Opportunity Act amended Title VII and expanded the EEOC’s powers, giving the agency the authority to enforce anti-discrimination laws more directly. For the statutes that created these protections, see Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, Under the ambit of sex, also protected is pregnancy (see the Pregnancy Discrimination Act). As stated on the Equal Employment Opportunity Commission’s (EOCC) website, these are eight protected characteristics in the United States in the context of employment discrimination: race, color, religion, sex, national origin, age, disability, and genetic information. ![]() A protected characteristic–also referred to as a protected class–is a personal trait that cannot be used as a reason to discriminate against someone.
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