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.
Hate speech in the United States
"The speech that Hostile Work Environment Harassment Law can prohibit varies case by case and is continually under scrutiny by the courts. The U.S. Equal Employment Opportunity Commission (EEOC) states that, “Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.”" "For example, in Brown Transport Corp. v. Commonwealth, the state of Pennsylvania stated that it was religious harassment to put religious pieces in their employee newsletter and Christian-themed verses on their paychecks." "In Olivant v. Department of Environmental Protection, the New Jersey Office of Administrative Law found jokes e-mailed to a workplace department and the judge ruled the jokes to “defame and dishonor men and women based upon their gender, sexual preference, religion, skin pigmentation and national and ethnic origin,” thereby making them illegal."