Module 4: Employment & Workplace Safety Laws

Title VII of the Civil Rights Act of 1964 & Civil Rights Act of 1991

Title VII prohibits workplace discrimination based on race, color, religion, sex, and national origin, encompassing disparate treatment, disparate impact, and sexual harassment (quid pro quo and hostile work environment).

The Civil Rights Act of 1991

added compensatory and punitive damages (capped at $50,000 to $300,000 based on employer size) for intentional discrimination and prohibited race-norming test scores.

Age Discrimination in Employment Act (ADEA) of 1967 & OWBPA

Protects workers aged 40 and older from adverse employment decisions.

The Older Workers Benefit Protection Act (1990)

Prevents employers from denying benefits to older workers and establishes strict requirements for valid liability waivers.

Equal Pay Act of 1963 & Lilly Ledbetter Fair Pay Act of 2009

The Equal Pay Act prohibits wage differentials based on sex for equal work requiring equal skill, effort, and responsibility.

The Lilly Ledbetter Act

resets the 180-day statute of limitations with each paycheck issued under a discriminatory pay decision.

Americans with Disabilities Act of 1990 (ADA) & PWFA

The ADA prohibits discrimination against qualified individuals with disabilities and requires reasonable accommodations unless they pose an undue hardship.

The Pregnant Workers Fairness Act (PWFA, 2023)

specifically guarantees reasonable workplace accommodations for pregnancy, childbirth, and related conditions.

Occupational Safety and Health Act of 1970 (OSH Act)

Established OSHA and NIOSH to mandate safe working conditions; enforces the General Duty Clause, bloodborne pathogen rules, Safety Data Sheets (SDSs/MSDSs), personal protective equipment (PPE), and ergonomic standards.

FMLA (1993)

grants up to 12 weeks of unpaid, job-protected leave per year for serious medical or family needs (for employers with 50+ staff).

COBRA (1986)

enables terminated employees to retain group health insurance for 18–36 months at their own cost (up to 102% premium).

ERISA (1974)

regulates employee pension and welfare benefit plans.

GINA & Mental Health Parity Acts

GINA (2008)

bars health insurers and employers from discriminating or altering premiums based on genetic test information.

The Mental Health Parity Act (1996 / 2008)

mandates that lifetime and annual limits for mental health/substance abuse benefits be comparable to medical/surgical benefits.