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Employment Law and Civil Rights

With the creation of the Declaration of Independence in 1776, the origins of civil rights in the United States began.  Based on the words, ". . . all men are created equal," countless amendments and acts found, and find to this day, their justification.  Employment law pays specific attention to the details of civil rights laws.  Common terms found in employment contracts and applications ensure that applicants and employees will not be discriminated against based on their race, color, religion, sex, national origin, and occasionally, sexual orientation.  This information, which is also found on Equal Employment Opportunity (EEO) posters across the country, must be placed in a common employee area for most work places.

Employment law requirements have come about because of the thorough litigation of civil rights cases throughout America's history.  These cases were not necessarily employment related at all, but the decisions made from them directly affected what constitutes the fair treatment of people and what everyone's general rights should be, whether in the work place or outside of it.  Besides the Declaration of Independence, the enactments of the 5th, 13th and 14th Amendments are thought of as the stepping stones to furthering civil rights for all people.  Many significant changes in employment law have also come about because of the Civil Rights Act of 1964.  Other acts, such as the Americans with Disabilities Act of 1990 (ADA), the Age Discrimination in Employment Act (ADEA), and the Equal Payment Act also work, more specifically, to protect the civil rights of individuals.