What is the relationship between Title VII of the Civil Rights Act of 1964 and employment discrimination law?

Title VII of the Civil Rights Act of 1964 established a federal law banning discrimination in employment on the basis of race, color, religion, sex, and national origin. This law applies to employers with 15 or more employees. In California, the Fair Employment and Housing Act (FEHA) prohibits discrimination and harassment in employment, housing, and public accommodations. FEHA provides additional protections against discrimination than Title VII, including protection against discrimination based on sexual orientation, pregnancy, childbirth, and other medical conditions. Title VII and FEHA are strongly related because they both address employment discrimination. Title VII is at the federal level, while FEHA is at the state level. This means that they both work together on protecting people from discrimination. For example, if someone feels they have been the victim of illegal discrimination in their workplace, they can use both Title VII and FEHA to try and get compensation or a remedy. In addition, Title VII and FEHA also overlap each other. FEHA expands on the protections provided by Title VII by providing more categories of discrimination protection that are not available under Title VII. This means that someone who has faced discrimination can use both laws to seek justice. In summary, Title VII and FEHA have a strong relationship when it comes to protecting people from discrimination in California. They both work together to provide additional protections and remedies for people who have experienced discrimination in the workplace.

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What is the relationship between Title VII of the Civil Rights Act of 1964 and employment discrimination law?

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