Anti-discrimination law
The Civil Rights Act of 1964 was the first major development in anti-discrimination law in the US, though prior civil rights legislation (such as the Civil Rights Act of 1957) addressed some forms of discrimination, the Civil Rights Act of 1964 was much broader, providing protections for race, color, religion, sex, or national origin in the areas of voting, education, employment, and public accommodations. This landmark legislation led the way for other federal legislation, which expanded upon the protected classes and forms of discrimination prohibited under federal legislation, such as the Fair Housing Act or the Americans with Disabilities Act. These protections have also been expanded through the courts interpretation of these pieces of legislation. For example, the 7th and 2nd circuit courts have both ruled that employment discrimination based on sexual orientation is a violation of Title VII of the Civil Rights Act. In addition to federal legislation, there are numerous state and local laws that address discrimination that is not covered by these laws.
AT&amp;T Corp. v. Hulteen
Shortly after her retirement, the Communications Workers of America (CWA), the union for the majority of AT&T's nonmanagement employees, filed charges of discrimination with the Equal Employment Opportunity Commission (EEOC), alleging discrimination on the basis of sex and pregnancy in violation of Title VII. In 1998 the Equal Employment Opportunity Commission (EEOC), agreed with the CWA, alleging discrimination on the basis of sex and pregnancy in violation of Title VII and issued a Letter of Determination finding reasonable cause to believe that AT&T had discriminated Hulteen and several other women. In 2001, Hulteen and several other women sued AT&T, stating its decision to pay them smaller pensions because of their pregnancy disability leaves constituted an unlawful employment practice under the 1978 Pregnancy Discrimination Act, an amendment to Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of pregnancy and allows those on maternity leave the same coverage as other medical leave. Lawyers for the women argued that each reduced retirement check that they receive is "a fresh act of discrimination" a reference to the first bill signed into law by President Barack Obama the Lilly Ledbetter law.