You have been hired as the Senior Director of Labor and Employee Relations for Consolidation Tech Plus (CTP), Inc. You have hired a strong team of HR Specialists and Generalists for your unit. During your initial assessment of the unit you determined there was a lack of knowledge and understanding of certain fundamental employment laws and statutes. After several meetings to cover the laws and statutes and their appropriate workplace application you have created an exercise that will eventually be converted to a reference sheet for your team to become more familiar with employment law history, and to use for future reference.
MaTch the law/statute to the workplace application using information from the weekly readings and additional research if necessary.

1.Title VII OF THE 1964 civil rights act:
2. Equal Employment Opportunity Act
3. Equal Pay Act of 1963
4. Age discrimination Act of 1967
5. Americans with Disabilities Act of 1990 & ADA Amendments Act of 2008
6. Civil Rights Act of 1991
7. Family and Medical Leave Act of 1993
8. Uniformed Service Employment and Reemployment Rights Act
9. Pregnancy Discrimination Act of 1978

Choose a match

A. This Act protects persons the same as the 1964 Act against discrimination regardless of color, religion, race, gender, national origin, marital status, or any other status, and allows the person to sue the company for monetary damages if he or she is discriminated against due to any of these factors.
B. This Act prohibits companies to discriminate against any persons with wages. More so, the company must pay all employees who perform on the same level the same amount regardless of any status such as gender.
C. This Act prohibits using pregnancy, childbirth, and related medical conditions for discrimination in hiring, promotion, discharge, or any other term or condition of employment.
D. This Act is an amended version of the Civil Rights Act of 1964. This act protects persons from discrimination of any type within the work place.
E. Under this Act, employers are generally required, among other things, to reinstate employees returning from military leave to positions comparable to those they had before leaving.
F. This Act protects persons over the age of 40. Companies cannot terminate or force an employee to perform "light" duty because of his or her age. However, companies can set age restrictions for certain jobs because of job requirements.
G. This Act requires employers to offer equal employment opportunity to applicants and employees regardless of color, religion, race, gender, national origin, marital status, or any other status.
H. This Act protects persons from discrimination based on disability. This act was added to the Rehabilitation Act to protect persons in the private sector, and to protect persons from employment denial based on their disability.
I. This act protects persons from termination due to pregnancy, adoption, serious health condition of the employee or family, or military leave. The employee is entitled to 12 weeks of unpaid leave in a 12-month period.