The Equal Pay Act also states that no employer shall discriminate between two employees on the basis of gender by paying wages at a rate less than the opposite sex for equal work on an equal job.

The Pregnancy Discrimination Act also states that discriminating on the basis of pregnancy, childbirth, or other related medical conditions is, in fact, considered gender discrimination, and is equally unlawful.

Closely related to the issue of pregnancy discrimination is protection of employees who take time off work to have a baby or to adopt.

The Family and Medical Leave Act guarantees employees (who have been on the job for at least a year) up to 12 weeks of unpaid leave per year for a birth, adoption, or care of sick children, spouses, or parents, and the same or an equivalent job upon their return. This applies to employers with 50 or more employees, and the employee must give the employer at least 30 days notice when practical (such as for a birth).

esearch on the company Mity-Lite Inc. The company is located in Orem and employs 250 people. This research has given us an insight to the company in regards to gender discrimination. On the surface there is no apparent discrimination against women at Mity-Lite Inc. We decided to focus in on the sales/marketing department which two of the members of the team work on. There are seven managers in the department and two of the managers are women for a percentage of 28.5%. There are 52 total employees in the department. There are 13 total women in the department for a percentage of 25% who are women.

Dothard v. Rawlinson- As a 22 year old college graduate who majored in correctional psychology applied for a position as a correctional counselor. She was refused employment because she failed to meet the 120 pound weight requirement set forth by an Alabama statute. The plaintiff sued under Title VII stating that the requirements unfairly discriminate against female applicants to the department of corrections. The State of Alabama suggests that the requirements are bona fide and that the requirements are a show of an applicant’s physical strength. The court affirmed part and reversed and remanded the rest on the basis that the requirements are arbitrary and do not prove ones physical strength. They also stated that tests to prove ones physical fitness should replace the arbitrary height and weight requirements.

Harper v. Blockbuster Entertainment Corporation- Four males formerly employed by Blockbuster filed suit against Blockbuster claiming that their Title VII rights were violated when they were subjected to a policy requiring male employees to wear short hair while allowing females to continue to wear long hair. The lower court dismissed the case and the four males then took it to the appeals level.

As an employer

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