Answer to Question 1
True
Answer to Question 2
The most influential piece of employment law is the Civil Rights Act of 1964. Title VII of this act-which applies only to employers with 15 or more workers-outlaws discrimination in hiring, firing, compensation, apprenticeships, training, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin. Over time, Congress has supplemented Title VII with legislation that prohibits discrimination based on pregnancy, age (40+), and disability.
Title VII also created the Equal Employment Opportunity Commission (EEOC) to enforce its provisions. And in 1972, Congress beefed up the EEOC with additional powers to regulate and to enforce its mandates, making the EEOC a powerful force in the human resources realm.
Here are some additional key pieces of employment legislation:
Fair Labor Standards Act of 1938: Established a minimum wage and overtime pay for employees working more than 40 hours a week
Equal Pay Act of 1963: Mandated that men and women doing equal jobs receive equal pay
Occupational Safety and Health Act of 1970: Required safety equipment for employees and established maximum exposure limits for hazardous substances
Immigration Reform and Control Act of 1986: Required employers to verify employment eligibility for all new hires
Americans with Disabilities Act of 1990: Prohibited discrimination in hiring, promotion, and compensation against people with disabilities and required employers to make reasonable accommodations for them
Family and Medical Leave Act of 1993: Required firms with 50 or more employees to provide up to 12 weeks of job-secure, unpaid leave on the birth or adoption of a child or the serious illness of a spouse, child, or parent
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