UNLAWFUL EMPLOYMENT PRACTICES

　　SEC. 2000e-2. [Section 703]

　　（a） It shall be an unlawful employment practice for an employer -

　　（1） to fail or refuse to hire or to discharge any individual， or otherwise to discriminate¹ against any individual with respect to his compensation， terms， conditions， or privileges of employment， because of such individual's race， color， religion， sex， or national origin； or

　　（2） to limit， segregate²， or classify his employees or applicants⁴ for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely⁵ affect his status as an employee， because of such individual's race， color， religion，sex， or national origin.

　　（b） It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment， or otherwise to discriminate against， any individual because of his race， color， religion， sex， or national origin， or to classify or refer for employment any individual on the basis of his race， color， religion， sex， or national origin.

　　（c） It shall be an unlawful employment practice for a labor⁶ organization-

　　（1） to exclude or to expel from its membership， or otherwise to discriminate against， any individual because of his race， color， religion，sex， or national origin；

　　（2） to limit， segregate， or classify its membership or applicants for membership， or to classify or fail or refuse to refer for employment any individual， in any way which would deprive or tend to deprive any individual of employment opportunities， or would limit such employment opportunities or otherwise adversely affect his status as an employee or as an applicant³ for employment， because of such individual's race， color，religion， sex， or national origin； or

　　（3） to cause or attempt to cause an employer to discriminate against an individual in violation⁷ of this section.

　　（d） It shall be an unlawful employment practice for any employer， labor organization， or joint⁸ labor-management committee controlling apprenticeship⁹ or other training or retraining， including on-the-job training programs to discriminate against any individual because of his race， color， religion， sex， or national origin in admission to， or employment in， any program established to provide apprenticeship or other training.

　　（e） Notwithstanding any other provision of this subchapter， （1） it shall not be an unlawful employment practice for an employer to hire and employ employees， for an employment agency to classify， or refer for employment any individual， for a labor organization to classify its membership or to classify or refer for employment any individual， or for an employer， labor organization， or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program， on the basis of his religion， sex， or national origin in those certain instances where religion， sex， or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise， and （2） it shall not be an unlawful employment practice for a school， college， university， or other educational institution or institution of learning to hire and employ employees of a particular religion if such school， college， university， or other educational institution or institution of learning is， in whole or in substantial part， owned， supported， controlled， or managed by a particular religion or by a particular religious corporation， association， or society， or if the curriculum of such school， college， university， or other educational institution or institution of learning is directed toward the propagation of a particular religion.

　　（f） As used in this subchapter， the phrase ``unlawful employment practice'' shall not be deemed to include any action or measure taken by an employer， labor organization， joint labor-management committee， or employment agency with respect to an individual who is a member of the Communist Party of the United States or of any other organization required to register as a Communist-action or Communist-front organization by final order of the Subversive¹⁰ Activities Control Board pursuant to the Subversive Activities Control Act of 1950 [50 U.S.C. 781 et seq.].

　　（g） Notwithstanding any other provision of this subchapter， it shall not be an unlawful employment practice for an employer to fail or refuse to hire and employ any individual for any position， for an employer to discharge any individual from any position， or for an employment agency to fail or refuse to refer any individual for employment in any position， or for a labor organization to fail or refuse to refer any individual for employment in any position， if-

　　（1） the occupancy of such position， or access to the premises¹¹ in or upon which any part of the duties of such position is performed or is to be performed， is subject to any requirement imposed in the interest of the national security of the United States under any security program in effect pursuant to or administered under any statute¹² of the United States or any Executive order of the President； and

　　（2） such individual has not fulfilled or has ceased to fulfill¹³ that requirement.

　　（h） Notwithstanding any other provision of this subchapter， it shall not be an unlawful employment practice for an employer to apply different standards of compensation， or different terms， conditions， or privileges of employment pursuant to a bona fide seniority or merit system， or a system which measures earnings¹⁴ by quantity or quality of production or to employees who work in different locations， provided that such differences are not the result of an intention to discriminate because of race， color，religion， sex， or national origin， nor shall it be an unlawful employment practice for an employer to give and to act upon the results of any professionally developed ability test provided that such test， its administration or action upon the results is not designed， intended or used to discriminate because of race， color， religion， sex or national origin. It shall not be an unlawful employment practice under this subchapter for any employer to differentiate¹⁵ upon the basis of sex in determining the amount of the wages or compensation paid or to be paid to employees of such employer if such differentiation¹⁶ is authorized¹⁸ by the provisions of section 206（d） of title 29 [section 6（d） of the Fair Labor Standards Act of 1938， as amended].

　　（i） Nothing contained in this subchapter shall apply to any business or enterprise on or near an Indian reservation with respect to any publicly announced employment practice of such business or enterprise under which a preferential treatment is given to any individual because he is an Indian living on or near a reservation.

　　（j） Nothing contained in this subchapter shall be interpreted to require any employer， employment agency， labor organization， or joint labor-management committee subject to this subchapter to grant preferential treatment to any individual or to any group because of the race， color， religion， sex， or national origin of such individual or group on account of an imbalance which may exist with respect to the total number or percentage of persons of any race， color， religion， sex， or national origin employed by any employer， referred or classified for employment by any employment agency or labor organization， admitted to membership or classified by any labor organization， or admitted to， or employed in， any apprenticeship or other training program， in comparison with the total number or percentage of persons of such race， color，religion， sex， or national origin in any community， State， section， or other area， or in the available work force in any community， State，section， or other area.

　　（k） （1） （A） An unlawful employment practice based on disparate impact is established under this title only if-

　　（i） a complaining party demonstrates that a respondent uses a particular employment practice that causes a disparate impact on the basis of race， color， religion， sex， or national origin and the respondent fails to demonstrate that the challenged practice is job related for the position in question and consistent with business necessity； or

　　（ii） the complaining party makes the demonstration¹⁹ described in subparagraph （C） with respect to an alternative employment practice and the respondent refuses to adopt such alternative employment practice.

　　（B） （i） With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph （A）（i），the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact， except that if the complaining party can demonstrate to the court that the elements of a respondent's decisionmaking process are not capable of separation for analysis， the decisionmaking process may be analyzed²⁰ as one employment practice.

　　（ii） If the respondent demonstrates that a specific employment practice does not cause the disparate impact， the respondent shall not be required to demonstrate that such practice is required by business necessity.

　　（C） The demonstration referred to by subparagraph （A）（ii） shall be in accordance with the law as it existed on June 4， 1989， with respect to the concept of ``alternative employment practice''.

　　（2） A demonstration that an employment practice is required by business necessity may not be used as a defense²¹ against a claim of intentional²² discrimination under this title.

　　（3） Notwithstanding any other provision of this title， a rule barring the employment of an individual who currently and knowingly uses or possesses a controlled substance， as defined in schedules I and II of section 102（6） of the Controlled Substances Act （21 U.S.C. 802（6））， other than the use or possession of a drug taken under the supervision²³ of a licensed²⁴ health care professional， or any other use or possession authorized by the Controlled Substances Act [21 U.S.C. 801 et seq.] or any other provision of Federal law， shall be considered an unlawful employment practice under this title only if such rule is adopted or applied²⁵ with an intent to discriminate because of race， color，religion， sex， or national origin.

　　（l） It shall be an unlawful employment practice for a respondent， in connection with the selection or referral of applicants or candidates for employment or promotion²⁶， to adjust the scores of， use different cutoff scores for， or otherwise alter the results of， employment related tests on the basis of race， color， religion， sex， or national origin.

　　（m） Except as otherwise provided in this title， an unlawful employment practice is established when the complaining party demonstrates that race，color， religion， sex， or national origin was a motivating factor for any employment practice， even though other factors also motivated the practice.

　　（n） （1） （A） Notwithstanding any other provision of law， and except as provided in paragraph （2）， an employment practice that implements²⁷ and is within the scope of a litigated or consent judgment²⁸ or order that resolves a claim of employment discrimination under the Constitution or Federal civil rights laws may not be challenged under the circumstances described in subparagraph （B）。

　　（B） A practice described in subparagraph （A） may not be challenged in a claim under the Constitution or Federal civil rights laws-

　　（i） by a person who， prior to the entry of the judgment or order described in subparagraph （A）， had-

　　（I） actual notice of the proposed judgment or order sufficient to apprise²⁹ such person that such judgment or order might adversely affect the interests and legal rights of such person and that an opportunity was available to present objections to such judgment or order by a future date certain； and

　　（II） a reasonable opportunity to present objections to such judgment or order； or

　　（ii） by a person whose interests were adequately represented by another person who had previously³⁰ challenged the judgment or order on the same legal grounds and with a similar factual situation， unless there has been an intervening change in law or fact.

　　（2） Nothing in this subsection shall be construed³¹ to-

　　（A） alter the standards for intervention³² under rule 24 of the Federal Rules of Civil Procedure or apply to the rights of parties who have successfully intervened pursuant to such rule in the proceeding³³ in which the parties intervened；

　　（B） apply to the rights of parties to the action in which a litigated or consent judgment or order was entered， or of members of a class represented or sought to be represented in such action， or of members of a group on whose behalf relief was sought in such action by the Federal Government；

　　（C） prevent challenges to a litigated or consent judgment or order on the ground that such judgment or order was obtained through collusion or fraud， or is transparently³⁴ invalid³⁵ or was entered by a court lacking subject matter jurisdiction³⁶； or

　　（D） authorize¹⁷ or permit the denial to any person of the due process of law required by the Constitution.

　　（3） Any action not precluded³⁸ under this subsection that challenges an employment consent judgment or order described in paragraph （1） shall be brought in the court， and if possible before the judge， that entered such judgment or order. Nothing in this subsection shall preclude³⁷ a transfer of such action pursuant to section 1404 of title 28， United States Code.

　　美国1964年民权法第七章（节选）（凭风译）

　　非法的雇佣实践SEC. 2000e-2. [Section 703]

　　（a）对于雇主来说，下述雇用实践将是非法的：

　　（1）因为个人的种族、肤色、宗教、性别或者民族而不雇佣或者解雇，或者拒绝雇佣或者解雇某个个人，或者在有关于赔偿金、期限、条件或者雇佣权利方面歧视某个个人。

　　（2）因为个人的种族、肤色、宗教、性别或者民族，以某种剥夺或者倾向于剥夺个人的工作机会或者影响其作为雇员的地位的方式，限制、隔离或者将他的雇员或者应聘者分等。

　　（b）职业介绍所的下述雇佣实践是非法的，包括因为个人的种族、肤色、宗教、性别或者民族而不或者拒绝为其提供雇用机会，或者以其他方式对其加以歧视；或者以个人的种族、肤色、宗教、性别或者民族为基础对个人加以分等，或者为个人提供就业机会。

　　（c）对于劳工组织来说，下列雇佣实践将是非法的：

　　（1）因为个人的种族、肤色、宗教、性别或者民族而拒绝接纳或者开除某个人的成员资格，或者对其加以歧视。

　　（2）因为个人的种族、肤色、宗教、性别或者民族，以剥夺或者倾向于剥夺个人的雇佣机会、限制这样的雇用机会、或者影响他作为雇员或者申请雇佣者的地位的方式，限制、隔离或者将其成员资格或者申请成员资格分等，或者不提供或拒绝提供雇佣，或者将对个人的雇佣分等。

　　（3）促使或者试图促使雇员对个人进行违反本部分的歧视。

　　（d）如果雇主、劳工组织或者劳工管理联合委员会控制学徒期和其他的培训、再培训计划，包括工作中的培训项目，则其根据个人的种族、肤色、宗教、性别或者民族等因素，在提供学徒期和其他培训的参加工作和雇佣项目中进行对个人的歧视是非法的雇佣实践。

　　（e）不管本小节的其他规定，（1）如果雇主雇佣雇员，如果职业介绍所对雇员进行分等或者为个人提供雇佣机会，如果劳工组织为其会员资格分等或者为个人提供雇佣分等，如果控制学徒期和其他培训、再培训项目的雇主、劳工组织或者劳工管理联合委员会允许或者雇佣个人参加其组织的项目；即使这些行为都是建立在个人的宗教、性别或者民族等因素基础上，只要这些因素是进行此种特殊交易和商业的真实的职业资格所必须的，则此种雇佣实践不是非法的。（2）如果一所学校、学院、大学、其他教育机构或者学术机构雇佣信仰某一特定宗教的雇员，只要该所学校、学院、大学、其他教育机构或者学术机构在总体上或者从实质部分来讲是由该宗教所拥有、支撑、控制或者管理，或者由某一特定的宗教团体、联合会或者协会拥有、支撑、控制或者管理，或者该所学校、学院、大学、其他教育机构或者学术机构的课程安排是直接针对该特定宗教的研究和普及的，则该种雇佣实践不是非法的。

　　（f）正如本小节所使用的那样，“非法的雇佣实践”这个词语将不适用于下述情况，即雇主、劳工组织、劳工管理联合委员会或者职业介绍所针对美国共产党成员或者其他由颠覆活动管理委员会根据1950年颠覆远东管理条例[50 U.S.C.781 et seq.]最终确认的共产主义性质的组织成员作出的歧视行动或措施。

　　（g）不论本小节的其他规定，如果雇主在任何职位上不雇佣或者拒绝雇佣任何人，如果雇主从任何职位上解雇任何人，如果职业介绍所不提供或者拒绝为个人在职位上提供雇佣机会，如果劳工组织不提供或者拒绝为个人提供雇用机会，则其行为也不违法，只要：

　　（1）对这种职位的获得或者履行这种职位职责的部分前提是美国国家安全利益的要求，这种安全项目直接受到美国法令或者总统的行政命令的约束。

　　（2）这样的个人没有满足或者终止满足此项要求。

　　（h）不管本小节的其他规定，如果雇主对不同的雇员应用不同标准的赔偿金、不同的期限、不同的条件或者不同的权利，这些不同的标准是依照一个真实的资历或者绩效制度作出的，或者根据劳动产出的数量和质量衡量收入的制度作出的，或者根据不同雇员的劳动地点作出的，而不是雇主根据个人的种族、肤色、宗教、性别或者民族等因素进行歧视的结果，则这种雇佣实践就不是非法的；如果雇主是根据专业发展技能测验的结果作出上述不同标准的，而这种技能测验不是用于根据不同人的种族、肤色、宗教、性别或者民族进行歧视的，测验结果也不是被事先设计好的，则雇主的雇佣实践也不是非法的。如果雇主根据雇员的性别区分决定付与雇员的工资和赔偿金，只要根据第29章第206（b）[section 6（d） of the Fair Labor Standards Act of 1938， as amended]的规定，这种区分行为是允许的，则在本小节下，雇主的雇佣实践就不是非法的。

　　（i）本小节的规定不适用于在印第安人保留地或其附近地商业或者公司的雇佣实践。在印第安人保留地或其附近的商业或者公司如果公开声称对印第安人给予优惠待遇，则这种雇佣实践将不是非法的。

　　（j）本小节的任何条文都不应当被解释为要求任何雇主、职业介绍所、劳工组织或者劳工管理联合委员会基于本小节的规定因为种族、肤色、宗教、性别或者民族等因素而给予任何个人或者团体以优惠待遇，仅仅由于雇主所雇佣的任何种族、肤色、宗教、性别或者民族的雇员的总数或者百分比不平衡，仅仅由于职业介绍所或者劳工组织承认的、分等的会员资格总数或者百分比不平衡，仅仅由于在某一团体、州、地域、或者其他地区的任何种族、肤色、宗教、性别或者民族的雇员的总数或者百分比不平衡，或者由于某一团体、州、地域、或者其他地区的可用劳动总数中不同因素分布的不平衡

上一篇：美国统一合伙法 下一篇：谢尔曼法(Sherman Act)