Key Legislation

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The page below is a sample from the LabCE course Preventing and Addressing Harassment and Discrimination in the Workplace (Employee-version). Access the complete course and earn ASCLS P.A.C.E.-approved continuing education credits by subscribing online.

Learn more about Preventing and Addressing Harassment and Discrimination in the Workplace (Employee-version) (online CE course)
Key Legislation

This course is designed to meet the training standards set forth by the legislation listed below.
  • The Civil Rights Act of 1964 outlawed discrimination based on race, color, religion, sex, or national origin. This federal legislation is enforced throughout the United States. It also requires that employers make reasonable accommodations for an employee’s “sincerely held” religious beliefs.
  • The Pregnancy Discrimination Act of 1978 expanded protections for pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
  • The Equal Pay Act of 1963 (EPA) mandates that men and women receive equal wages for equal work. Despite this law, a wage gap exists between men and women, with women earning approximately 78% of what men earn. Women may be offered jobs (or job titles) with lower wages or have fewer years of experience because of time spent outside the workforce (for pregnancy, childbirth, or family caregiving). Closing the gender wage gap will require attention to these issues as well.
  • The Americans with Disabilities Act of 1990 (ADA) prohibits discrimination based on physical and mental disability. Employers must make reasonable accommodations for an employee’s disability.
  • Executive Order 13087 prohibits discrimination in federal employment based on sexual orientation or gender identity.
  • Executive Order 13672 prohibits anti-LGBT discrimination by federal contractors.