Major Federal Employment Laws
-The Equal Pay Act of 1963 states that male and female employees are to receive the same pay grade when performing the same work.
-Title VII of the Civil Rights Act of 1964 states that it is illegal to hire or not hire based upon a persons sex, age, race, or religion. However the bona fide occupational qualification (BFOQ) is enforced in necessary areas of employment when sex, race, or religion requires to be specific, for example a female nurse assisting with personal care issues of a female minor patient.
-Age Discrimination in Employment Act of 1967. In certain cases it is required to specify an age requirement in a job position, such as an employee needing to be 21 years of age when working with alcohol. But the age discrimination act states that decisions can not be made against those over the age of 40 years.
-Pregnancy Discrimination Act of 1978 protects pregnant woman from discrimination in employment and allows them the right of employment.
-Americans with Disabilities Act of 1990 protects those with physical or mental disabilities and allows them the right of employment.
-Civil Rights Act of 1991 enforces The Title VII of the Civil Rights Act of 1964 by incorporating jury trials and punitive damages if the requirement of equal right for race, color, religion, gender, or national origin have not been met.
-Family and Medical Leave Act of 1993 states that employees may take up to 12 weeks of unpaid leave for medical reasons such as pregnancy/birth of a new child, adoption or foster care of a new child, illness of an immediate family member, or personal medical leave.
-Uniformed Services Employment and Reemployment Rights Act of 1994 prevents any discrimination against persons involved in the military an requires the employers are to hold the civilian job for the person until they are able to return from military duties.

Sexual harassment & distinguish Quid Pro Quo compared to Hostile Work Environment
Sexual harassment involves sexual advances, favors, and verbal or physical conduct that is unwanted or unwelcome. Forms of sexual harassment are quid pro quo and hostile work environment. Quid pro quo is exchanging favors or services in order to advance or maintain employment with a company. Hostile work environment inappropriate behavior in a sexual manner that is unwelcome and when addressed to authorities goes unattended requiting the person to be forced to continue to work through stressful environments.

What should companies do to make sure that sexual harassment laws are followed and not violate?
Companies need to provide clear descriptive policies that will state the zero tolerance for sexual harassment along with consequences that can be expected if the rules are violated. A list of procedures for filing a sexual harassment report and who to contact so that the situation can quickly be addressed. Companies also need to quickly respond to any sexual harassment report and take it with complete seriousness. Providing immediate response can eliminate any further damage to the