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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 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.

This article examines federal court rulings that may limit an employer's ability to impose organizational appearance policies/dress codes. We focus on allegations that such policies unlawfully discriminate against individual employees on the basis of their race, religion, sex, or national origin (ethnicity). The newest tactic involves the use of sex stereotyping to challenge employment policies differentiating "male" behavior and "female" behavior in the workplace. A Ninth Circuit Court of Appeals ruling, Jespersen v. Harrah's Operating Company, Inc., suggests that federal courts may still permit employers to set standards for their employees, even if those standards differ for male and female employees, provided that certain conditions have first been met. [ABSTRACT FROM AUTHOR]

This article examines the Supreme Court's ruling in Ragsdale v. Wolverine Worldwide, Inc. (2002) and considers its implications for employer and employee rights and responsibilities relative to implementing the FMLA policies. We provide an overview of the pre-decision regulatory environment including the general leave provisions of the FMLA and DOL's regulations requiring employer notification of leave designated as FMLA leave. We also identify those provisions that the decision did not alter and provide a broader consideration of the issues and implication of this decision for employers" and employees. [ABSTRACT FROM AUTHOR]

This article examines the implications that the Johnson Controls decision is likely to have for organizational policies governing fetal protection in the workplace. A brief history of the evolution of legal theory regarding fetal protection policies and Title VII is provided. Particular attention is devoted to examining the appropriate analytical framework for such policies, the changing requirements for the employer's burden of proof, and the likely consequences of applying disparate treatment theory of discrimination over disparate impact theory in analyzing the facts of such cases. Additionally, this article raises some of the social issues that will result from the employer's responsibility to protect the unborn children of its employees and the rights of those employees to equal employment opportunities. [ABSTRACT FROM AUTHOR]

This article examines the effect that the Arline decision is likely to have on organizational policies regarding terminations when such actions involve AIDS-afflicted employees working in organizations that are subject to the provisions of the Vocational Rehabilitation Act of 1973. Certain criteria that must be considered when an organization is contemplating terminations involving this class of employees are defined. In addition, a systematic analysis technique which may provide insights in arriving at such employment decisions is specified. Finally, the authors identify several elements which have yet to be adequately addressed by existing legislation or court decisions that serve to impede the establishment of effective policies in this area. [ABSTRACT FROM AUTHOR]