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The article offers information on the 50th anniversary of the U.S. Civil Rights Act of 1964. Topics discussed include information on Title VII of the Civil Rights Act of 1964 which governs employment relationships related to unlawful practice for any employer; equal employment opportunity in work place; and U.S. Supreme Court case Wygant v. Jackson Board of Education which deals with affirmative action in Equal Protection Clause.

The article offers information on the legal nature of retaliation claims to provide effective assistance to employers and whistleblowers in addressing challenges of direct retaliation and indirect retaliation under the Title VII of the Civil Rights Act of 1964 and other federal employment laws of the U.S. It discusses the equal employment opportunity (EEo) complaints under provisions of the Age Discrimination in Employment Act, Americans with Disabilities Act, and Fair Labor Standards Act.

The article presents information on the rights of an employee regarding religious expression against the business image in the U.S. with reference to cases of employees wearing religious caps like hijab, kufi, turban and also khadi. It discusses the issue of religious accommodation regarding citizens' rights and also states the decisions of the federal courts in the U.S. on the issue of religious discrimination practiced by the employers for their desired organizational image. Information on the Islamic dress with respect to their religious aspects and the dress code requirements set by the employers is also presented.

The article discusses the Ricci v. DeStefano case, which is popularly known as the "New Haven fire Fighter's case" in the U.S. It examines how the Ricci decision affects current employment practices, especially validated selection metrics. It discusses the legal standards for evidencing that a given selection device is job-related, and how validation process, is generally carried out. It analyzes the impact the Ricci decision has had on employer defenses proclaimed on validated test results.

The article presents an analysis on the imposition of the Employment Non-Discrimination Act (ENDA) of 2007 and its implications towards employers, employees, and related organizations in the U.S. It explores the prohibitions, implied ramifications and compliance issues of employers towards ENDA. It discusses the effect of ENDA on dress codes and harassment and addresses statutory limitations concerning sexual orientation. It reviews the amendment of the Title VII of the Civil Rights Act of 1964, for which ENDA is concerned. Furthermore, it explains the role of ENDA to religious organizations and its disparate impact.