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.
Pregnancy Discrimination Act
California Federal Savings and Loan Association v Guerra (1987) Lillian Garland worked as a receptionist for California Federal Savings and Loan Association for a few years as a receptionist when she became pregnant. She took pregnancy disability leave in January, and notified Cal. Fed. of her intent to return in April. On giving notice of her intent to return to work, she was informed that her job was now held by someone else and there were not equivalent available positions for her. Upon filing a lawsuit, Cal. Fed. argued that the law was discriminatory towards men and violated Title VII by giving women more rights than men, instead of equal rights. The court held that because protection against pregnancy discrimination was law in California, Garland was given her job back, but they held that nationally, women are not allowed "preferential treatment" due to pregnancy.