Over the years there have been many laws enacted to try to prevent discrimination in employment. The largest number of these laws were enacted in the 60's. They include the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; The Equal Pay Act of 1963 (EPA) which ensures equal pay for equal work; Age Discrimination in Employment Act of 1967 (ADEA) protects people 40 years of age and older; Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) which protects people with disabilities; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with disabilities who work in the federal government; the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination. The EEOC, or the Equal Employment Opportunity Commission enforces all of the above laws. There are other federal laws which are not overseen by the EEOC but by other agencies. The EEOC discrimination laws are not simply for the areas of hiring and firing of employees. They also cover testing, recruitment, use of company facilities, pay and retirement plans, stereotyping, harassment and retaliation. The EEOC discrimination procedure is intended to be fair but it is easy for the lay person to get lost in the maze once involved in a discrimination suit. Remember that while the EEOC is there to help, they do not represent you legally..