Just wanted to say thank you for all the feedback so far- also just wanted to mention a few things that were left out in the presentation.
First of all, the (very helpful!) idea that restrictions should be put in place when it would be beneficial to the employee and not harmful to the employer comes entirely from Prof. Tresan. This was a very useful point during our research, but I neglected to mention during the presentation that it was Prof. Tresan's original thought.
Secondly, a classmate pointed out to me that only certain criteria are actually protected by the Equal Employment Opportunity Commission. EEOC states on their website that the following federal laws prevent job discrimination:
- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin;
- the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
- the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
- Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
- Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government;
- Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and
- the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
Additional anti-discrimination laws exist on a state-by-state basis, but the above are the only national protected criteria.
Thanks- Julia Curtis
