ELECTRONIC MEDIA MANAGEMENT - Ayo Menulis FISIP UAJY

Civil Rights Act of 1964, as amended, makes it unlawful for an employer to
discriminate in hiring, firing, compensation, terms, conditions, or privileges
of employment on the basis of race, color, religion, sex, or national origin.
Age Discrimination in Employment Act of 1967, as amended, forbids
employers with 20 or more employees from discriminating against persons
40 years of age or older with respect to any term, condition, or privilege of
employment, including, but not limited to, hiring, firing, promotion, layoff,
compensation, benefits, job assignments, and training.
Equal Pay Act of 1963, as amended, prohibits wage discrimination
between male and female employees when the work requires substantially
equal skill, effort, and responsibility, and is performed under similar
working conditions.
Pregnancy Discrimination Act of 1978, an amendment to the 1964 Civil
Rights Act, forbids discrimination based on pregnancy, childbirth, or related
medical conditions. The act seeks to guarantee that women affected by
pregnancy or related conditions are treated in the same manner as other
job applicants or employees with similar abilities or limitations.
Americans with Disabilities Act of 1990 prohibits employers with 15 or
more employees from discriminating against qualified individuals with disabilities
in job application procedures, hiring, firing, advancement, compensation,
job training, and other terms, conditions, and privileges of
employment. Individuals are considered to have a “disability” if they have
a physical or mental impairment that substantially limits one or more
major life activities, have a record of such an impairment, or are regarded
as having such an impairment. 7
Family and Medical Leave Act of 1993 requires employers with 50 or more
employees to make available to qualified employees (i.e., those who have
been employed for at least 12 months) up to 12 weeks of unpaid leave during
any 12-month period for one or more of the following reasons: for the
birth and care of the newborn child of the employee; for placement with the
employee of a son or daughter for adoption or foster care; to care for an
immediate family member (spouse, child, or parent) with a serious health
condition; or to take medical leave when the employee is unable to work
because of a serious health condition. Upon return from leave, employees
must be restored to their original job, or to an equivalent job with equivalent
pay, benefits, and other employment terms and conditions.
EQUAL EMPLOYMENT OPPORTUNITY
The Equal Employment Opportunity Commission (EEOC) is primarily
responsible for ensuring compliance with federal laws prohibiting discrimination
in employment practices. However, the FCC has enacted equal employment
opportunity rules (EEO) to which broadcasters must also adhere. 8
The rules require that broadcast stations afford equal opportunity in
employment to all qualified persons and refrain from discriminating on the
basis of race, color, religion, national origin, and sex. Religious broadcasters
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