美国的就业歧视法是从普通法派生出来的，是联邦和州法律，直辖市和县，尤其是1964的民权法案的集合。法律禁止歧视在工作和在工作中考虑识别基于某些理由非法（Phan & Kleiner，1999）。美国宪法禁止联邦和州的法律歧视。
关于这一主题的法律和法规众多，雇员提出索赔的过程相当复杂。平等就业机会委员会是身体的受害者或投诉登记投诉，均受到他们的注意诉前它是强制性的。案件发生与立案之间的时间段是相当重要的，通常给予180天。在业主终止通知的情况下，通知的日期为参照。平等就业机会委员会将进一步调查此案，争取和解准备起诉公司的最终判决（卡维科如果有罪之前， 消声器和 Mujtaba，2013）。能够在法庭上成功证明自己的案件的雇员有许多补救办法和解决办法，以解决问题。
The law of employment discrimination in the U.S has been derived from the common law and is a conglomeration of the federal and state laws, and the municipalities and counties, especially the Civil Rights Act of 1964. The law prohibits discrimination at work and considers discernment at the workplace on certain grounds illegal (Phan& Kleiner, 1999). The U.S Constitution bans the discrimination by the federal and state laws.
The Federal Law
The Federal Law prohibits employers to discriminate their employees based on age, race, sex, religion, origin, nationality or citizenship, any kind of disability or physical state and socio-economic status (Lin& Kleiner, 1999). Further, the law outlaws discrimination at a workplace across various departments and roles like recruitment, performance evaluation, promotion, compensation, training and development as well as any kind of disciplinary actions.
The Age Discrimination Act
The Age Discrimination Act that was enforced by the Civil Rights Center in 1975 applies to all age groups and allows only certain kinds of divisions in age in compliance with the requirements of the Act. The Age Discrimination in Employment Act that was introduced in 1967 is specifically relevant to this case since it is meant to protect the interest of certain employees who are aged above 40 and have been prone to discrimination at their workplace. The Act is reinforced by the Equal Employment Opportunity Commission or the EEOC. Also the Workforce Investment Act of 1988, the Section 188, specifically mentions the same. The WIA that is reinforced by the Civil Rights Center also forbids discrimination on other decrees like gender, race and originality to name a few.
The laws and legislations on this topic are numerous and the process of an employee requiring to file a claim is quite complex. The EEOC is the body that registers complaints filed by victims or complainants and it is mandatory for all cases to be brought under their notice before a lawsuit is filed. The time period between the occurrence of a case and filing it is quite important and usually given 180 days. In cases of termination notices by the employer, the date of notification is taken for reference. The EEOC shall further investigate the case and try for an amicable settlement before going in for the final verdict of suing the company if found guilty (Cavico, Muffler& Mujtaba, 2013). The employees who can successfully prove their case at the court have a number of remedies and solutions to work their way out.