United States labor law
Since the Civil Rights Act of 1964, all employing entities and labor unions have a duty to treat employees equally, without discrimination based on "race, color, religion, sex, or national origin." There are separate rules for sex discrimination in pay under the Equal Pay Act of 1963. Additional groups with "protected status" were added by the Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990. There is no federal law banning all sexual orientation or identity discrimination, but 22 states had passed laws by 2016. These equality laws generally prevent discrimination in hiring, terms of employment, and make discharge because of a protected characteristic unlawful. There is no federal law against unjust discharge, and most states also have no law with full protection against wrongful termination of employment. Collective agreements made by labor unions and some individual contracts require people are only discharged for a "just cause". The Worker Adjustment and Retraining Notification Act of 1988 requires employing entities give 60 days notice if more than 50 or one third of the workforce may lose their jobs. Federal law has aimed to reach full employment through monetary policy and spending on infrastructure. Trade policy has attempted to put labor rights in international agreements, to ensure open markets in a global economy do not undermine fair and full employment.
New York City Department of Parks and Recreation
In 2001, the department underwent an investigation after the U.S Attorney's Office received complaints from employees that they had suffered employment discrimination. The lawsuit alleged that the Parks Department violated the Civil Rights Act of 1964 by engaging in a pattern or practice of discrimination against employees on the basis of their race and/or national origin in making promotion decisions. According to the Complaint, the Parks Department's senior managers sought out and promoted whites to management positions without announcing job openings for those positions or conducting any formal interview process, all in plain disregard of the Parks Department's own stated equal employment opportunity policies. From at least 1995, minorities have been significantly under-represented in the Parks Department's managerial ranks according to the Complaint. The judge had ruled that the plaintiffs had presented substantial evidence to merit a trial on the allegations of class-wide discrimination in pay, promotions and retaliation. In 2008, the City of New York agreed to pay $21 million to settle the federal class action lawsuit. By agreeing to settle the claims, the City avoided a trial on the allegations.