Passed by the United States Congress in 1964, the Civil Rights Act prohibits employers from discrimination based on race, color, religion, gender, or national origin. In the decades since it was passed, the Civil Rights Act has given rise to a complex body of law and administrative agencies in efforts to realize its goals.

Other laws have been passed to prohibit discrimination against people because they are older, pregnant, or disabled.

States, including Kentucky and Indiana, have passed their own versions of the Civil Rights Act and established state administrative agencies to help enforce claims.

Many people think harassment only occurs when an employee is subjected to slurs and vulgar remarks. But it can take many forms, including requests for sexual favors in exchange for job-related benefits. When an employer becomes aware of an employee who is being harassed, it has an obligation to take action to protect that employee.

Employees have a right to report discrimination and harassment of themselves or others without fear of retaliation. If an employer takes adverse employment actions against an employee who reports discrimination, the employer is liable under both state and federal law.

Similarly, employers may not retaliate against an employee who is injured on the job and files a claim for workers compensation benefits.

Discrimination in pay, promotions, and other terms and conditions of employment based on an employee’s race, color, religion, gender, or national origin is prohibited by the Civil Rights Act.