The Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit discrimination against an employee or job applicant because of the person’s race, color, religion, sex (including pregnancy, transgender status, and sexual orientation), national origin, age (40 or older), disability, or genetic information. These laws apply to all work situations including hiring, recruiting, firing, promotions, harassment, training, pay, and benefits. The EEOC enforces the following workplace anti-discrimination laws: Title VII – protects employees and job applicants from job discrimination based on race, color, religion, national origin, and sex Equal Pay Act (EPA) – prohibits sex-based wage discrimination Age Discrimination Employment Act (ADEA) – protects employees and job applicants 40 years or older from age-based discrimination Americans with Disabilities Act (ADA) – protects people with disabilities from work-related discrimination Pregnancy Discrimination Act (PDA) – prohibits discrimination at work on the basis of pregnancy Title II of the Genetic Information Nondiscrimination Act (GINA) – prohibits genetic information discrimination in employment The Department of Labor (DOL) administers and enforces the following laws: Fair Labor Standards Act (FLSA) – establishes minimum wage, overtime pay, recordkeeping, and youth standards affecting employees Family and Medical Leave Act (FMLA) – entitles employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage Uniformed Services Employment and Reemployment Rights Act* (USERRA) – protects servicemembers’ and veterans’ civilian employment rights and prohibits discrimination based on military service or affiliation *The Department of Justice also handles USERRA claims.