Everyone will have at least one job in their life and it is very important to know how to recognize discrimination, so that you are able to seek the appropriate help when needed. Workplace discrimination can affect anyone, which is why people need to know the laws that protect employees from discrimination, ways employers can prevent discrimination, and the effects of discrimination in the workplace. Three major laws that protect employees are Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans with Disability Act. Title VII makes it illegal to refuse to hire or fire someone based on their race, sex, national origin, color or religion. This law applies to any business that has 15 or more employees, government, labor, and employment agencies (Bennett-Alexander & Hartman, 2012). Title VII also includes issues related to harassment, compensation, and advancement based on these categories. The Age Discrimination in Employment Act prohibits discrimination against anyone hired or fired over the age of forty. This law does not protect children under forty who may be discriminated against because of their age. This law also requires specific recordkeeping that employers must keep for three years. The information requested is name, address and date of birth, occupation, salary and compensation earned each week. In addition to this information, this information must be retained for one year: job applications, records of promotions: demotions, transfers, dismissals, layoffs, tests and probationary tests, as well as job advertisements. Some states go beyond the ADEA and provide greater protection for older workers. Americans with Disa... at the center of the card... although policies of discrimination have come a long way, but this still happens today. Many employers have strict no-tolerance policies in place to prevent these types of lawsuits. Even in the case of discrimination, the worker has one hundred and eighty days to file a complaint with the Equal Employment Opportunity Commission. If the employee files a complaint through their employer first, it does not affect EEOC timing requirements (Bennett-Alexander & Hartman, 2012).Works CitedBennett-Alexander, D.; Hartman, L (2012) Employment Law for Business 7th Edition. New York, New York. McGraw-Hill Companies Inc. Pi-Yu, T.; Kleiner, B. (2001) Small Business Reasonable Care to Prevent Employment Discrimination: Equal Opportunities International 20.5-7. Retrieved from http://search.proquest.com.prx-keiser.lirn.net/docview/199531356/141C90F559D461C1D51/1?accountid=35796