以下是整理的《法律英語口語900句：美國1964年民權(quán)法》，希望大家喜歡！
（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 discriminate 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， segregate， or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely 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 labor 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 applicant 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 violation of this section.
（d） It shall be an unlawful employment practice for any employer， labor organization， or joint labor-management committee controlling apprenticeship 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 Subversive Activities Control Board pursuant to the Subversive Activities Control Act of 1950 .
（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 premises 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 statute of the United States or any Executive order of the President； and
（2） such individual has not fulfilled or has ceased to fulfill 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 earnings 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 differentiate 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 differentiation is authorized by the provisions of section 206（d） of title 29 .
（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 demonstration 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 analyzed 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 defense against a claim of intentional 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 supervision of a licensed health care professional， or any other use or possession authorized by the Controlled Substances Act or any other provision of Federal law， shall be considered an unlawful employment practice under this title only if such rule is adopted or applied 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 promotion， 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 implements and is within the scope of a litigated or consent judgment 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 apprise 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 previously 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 construed to-
（A） alter the standards for intervention 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 proceeding 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 transparently invalid or was entered by a court lacking subject matter jurisdiction； or
（D） authorize or permit the denial to any person of the due process of law required by the Constitution.
（3） Any action not precluded 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 preclude a transfer of such action pursuant to section 1404 of title 28， United States Code.
美國1964年民權(quán)法第七章（節(jié)選）（憑風(fēng)譯）
非法的雇傭?qū)嵺`SEC. 2000e-2.
（a）對(duì)于雇主來說，下述雇用實(shí)踐將是非法的：
（1）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而不雇傭或者解雇，或者拒絕雇傭或者解雇某個(gè)個(gè)人，或者在有關(guān)于賠償金、期限、條件或者雇傭權(quán)利方面歧視某個(gè)個(gè)人。
（2）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族，以某種剝奪或者傾向于剝奪個(gè)人的工作機(jī)會(huì)或者影響其作為雇員的地位的方式，限制、隔離或者將他的雇員或者應(yīng)聘者分等。
（b）職業(yè)介紹所的下述雇傭?qū)嵺`是非法的，包括因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而不或者拒絕為其提供雇用機(jī)會(huì)，或者以其他方式對(duì)其加以歧視；或者以個(gè)人的種族、膚色、宗教、性別或者民族為基礎(chǔ)對(duì)個(gè)人加以分等，或者為個(gè)人提供就業(yè)機(jī)會(huì)。
（c）對(duì)于勞工組織來說，下列雇傭?qū)嵺`將是非法的：
（1）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而拒絕接納或者開除某個(gè)人的成員資格，或者對(duì)其加以歧視。
（2）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族，以剝奪或者傾向于剝奪個(gè)人的雇傭機(jī)會(huì)、限制這樣的雇用機(jī)會(huì)、或者影響他作為雇員或者申請(qǐng)雇傭者的地位的方式，限制、隔離或者將其成員資格或者申請(qǐng)成員資格分等，或者不提供或拒絕提供雇傭，或者將對(duì)個(gè)人的雇傭分等。
（3）促使或者試圖促使雇員對(duì)個(gè)人進(jìn)行違反本部分的歧視。
（d）如果雇主、勞工組織或者勞工管理聯(lián)合委員會(huì)控制學(xué)徒期和其他的培訓(xùn)、再培訓(xùn)計(jì)劃，包括工作中的培訓(xùn)項(xiàng)目，則其根據(jù)個(gè)人的種族、膚色、宗教、性別或者民族等因素，在提供學(xué)徒期和其他培訓(xùn)的參加工作和雇傭項(xiàng)目中進(jìn)行對(duì)個(gè)人的歧視是非法的雇傭?qū)嵺`。
（e）不管本小節(jié)的其他規(guī)定，（1）如果雇主雇傭雇員，如果職業(yè)介紹所對(duì)雇員進(jìn)行分等或者為個(gè)人提供雇傭機(jī)會(huì)，如果勞工組織為其會(huì)員資格分等或者為個(gè)人提供雇傭分等，如果控制學(xué)徒期和其他培訓(xùn)、再培訓(xùn)項(xiàng)目的雇主、勞工組織或者勞工管理聯(lián)合委員會(huì)允許或者雇傭個(gè)人參加其組織的項(xiàng)目；即使這些行為都是建立在個(gè)人的宗教、性別或者民族等因素基礎(chǔ)上，只要這些因素是進(jìn)行此種特殊交易和商業(yè)的真實(shí)的職業(yè)資格所必須的，則此種雇傭?qū)嵺`不是非法的。（2）如果一所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)雇傭信仰某一特定宗教的雇員，只要該所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)在總體上或者從實(shí)質(zhì)部分來講是由該宗教所擁有、支撐、控制或者管理，或者由某一特定的宗教團(tuán)體、聯(lián)合會(huì)或者協(xié)會(huì)擁有、支撐、控制或者管理，或者該所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)的課程安排是直接針對(duì)該特定宗教的研究和普及的，則該種雇傭?qū)嵺`不是非法的。
（f）正如本小節(jié)所使用的那樣，“非法的雇傭?qū)嵺`”這個(gè)詞語將不適用于下述情況，即雇主、勞工組織、勞工管理聯(lián)合委員會(huì)或者職業(yè)介紹所針對(duì)美國共產(chǎn)黨成員或者其他由*活動(dòng)管理委員會(huì)根據(jù)1950年*遠(yuǎn)東管理?xiàng)l例終確認(rèn)的共產(chǎn)主義性質(zhì)的組織成員作出的歧視行動(dòng)或措施。
（g）不論本小節(jié)的其他規(guī)定，如果雇主在任何職位上不雇傭或者拒絕雇傭任何人，如果雇主從任何職位上解雇任何人，如果職業(yè)介紹所不提供或者拒絕為個(gè)人在職位上提供雇傭機(jī)會(huì)，如果勞工組織不提供或者拒絕為個(gè)人提供雇用機(jī)會(huì)，則其行為也不違法，只要：
（1）對(duì)這種職位的獲得或者履行這種職位職責(zé)的部分前提是美國國家安全利益的要求，這種安全項(xiàng)目直接受到美國法令或者總統(tǒng)的行政命令的約束。
（2）這樣的個(gè)人沒有滿足或者終止?jié)M足此項(xiàng)要求。
（h）不管本小節(jié)的其他規(guī)定，如果雇主對(duì)不同的雇員應(yīng)用不同標(biāo)準(zhǔn)的賠償金、不同的期限、不同的條件或者不同的權(quán)利，這些不同的標(biāo)準(zhǔn)是依照一個(gè)真實(shí)的資歷或者績效制度作出的，或者根據(jù)勞動(dòng)產(chǎn)出的數(shù)量和質(zhì)量衡量收入的制度作出的，或者根據(jù)不同雇員的勞動(dòng)地點(diǎn)作出的，而不是雇主根據(jù)個(gè)人的種族、膚色、宗教、性別或者民族等因素進(jìn)行歧視的結(jié)果，則這種雇傭?qū)嵺`就不是非法的；如果雇主是根據(jù)專業(yè)發(fā)展技能測驗(yàn)的結(jié)果作出上述不同標(biāo)準(zhǔn)的，而這種技能測驗(yàn)不是用于根據(jù)不同人的種族、膚色、宗教、性別或者民族進(jìn)行歧視的，測驗(yàn)結(jié)果也不是被事先設(shè)計(jì)好的，則雇主的雇傭?qū)嵺`也不是非法的。如果雇主根據(jù)雇員的性別區(qū)分決定付與雇員的工資和賠償金，只要根據(jù)第29章第206（b）的規(guī)定，這種區(qū)分行為是允許的，則在本小節(jié)下，雇主的雇傭?qū)嵺`就不是非法的。
（i）本小節(jié)的規(guī)定不適用于在印第安人保留地或其附近地商業(yè)或者公司的雇傭?qū)嵺`。在印第安人保留地或其附近的商業(yè)或者公司如果公開聲稱對(duì)印第安人給予優(yōu)惠待遇，則這種雇傭?qū)嵺`將不是非法的。
（j）本小節(jié)的任何條文都不應(yīng)當(dāng)被解釋為要求任何雇主、職業(yè)介紹所、勞工組織或者勞工管理聯(lián)合委員會(huì)基于本小節(jié)的規(guī)定因?yàn)榉N族、膚色、宗教、性別或者民族等因素而給予任何個(gè)人或者團(tuán)體以優(yōu)惠待遇，僅僅由于雇主所雇傭的任何種族、膚色、宗教、性別或者民族的雇員的總數(shù)或者百分比不平衡，僅僅由于職業(yè)介紹所或者勞工組織承認(rèn)的、分等的會(huì)員資格總數(shù)或者百分比不平衡，僅僅由于在某一團(tuán)體、州、地域、或者其他地區(qū)的任何種族、膚色、宗教、性別或者民族的雇員的總數(shù)或者百分比不平衡，或者由于某一團(tuán)體、州、地域、或者其他地區(qū)的可用勞動(dòng)總數(shù)中不同因素分布的不平衡。
（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 discriminate 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， segregate， or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely 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 labor 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 applicant 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 violation of this section.
（d） It shall be an unlawful employment practice for any employer， labor organization， or joint labor-management committee controlling apprenticeship 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 Subversive Activities Control Board pursuant to the Subversive Activities Control Act of 1950 .
（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 premises 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 statute of the United States or any Executive order of the President； and
（2） such individual has not fulfilled or has ceased to fulfill 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 earnings 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 differentiate 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 differentiation is authorized by the provisions of section 206（d） of title 29 .
（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 demonstration 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 analyzed 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 defense against a claim of intentional 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 supervision of a licensed health care professional， or any other use or possession authorized by the Controlled Substances Act or any other provision of Federal law， shall be considered an unlawful employment practice under this title only if such rule is adopted or applied 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 promotion， 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 implements and is within the scope of a litigated or consent judgment 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 apprise 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 previously 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 construed to-
（A） alter the standards for intervention 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 proceeding 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 transparently invalid or was entered by a court lacking subject matter jurisdiction； or
（D） authorize or permit the denial to any person of the due process of law required by the Constitution.
（3） Any action not precluded 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 preclude a transfer of such action pursuant to section 1404 of title 28， United States Code.
美國1964年民權(quán)法第七章（節(jié)選）（憑風(fēng)譯）
非法的雇傭?qū)嵺`SEC. 2000e-2.
（a）對(duì)于雇主來說，下述雇用實(shí)踐將是非法的：
（1）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而不雇傭或者解雇，或者拒絕雇傭或者解雇某個(gè)個(gè)人，或者在有關(guān)于賠償金、期限、條件或者雇傭權(quán)利方面歧視某個(gè)個(gè)人。
（2）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族，以某種剝奪或者傾向于剝奪個(gè)人的工作機(jī)會(huì)或者影響其作為雇員的地位的方式，限制、隔離或者將他的雇員或者應(yīng)聘者分等。
（b）職業(yè)介紹所的下述雇傭?qū)嵺`是非法的，包括因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而不或者拒絕為其提供雇用機(jī)會(huì)，或者以其他方式對(duì)其加以歧視；或者以個(gè)人的種族、膚色、宗教、性別或者民族為基礎(chǔ)對(duì)個(gè)人加以分等，或者為個(gè)人提供就業(yè)機(jī)會(huì)。
（c）對(duì)于勞工組織來說，下列雇傭?qū)嵺`將是非法的：
（1）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族而拒絕接納或者開除某個(gè)人的成員資格，或者對(duì)其加以歧視。
（2）因?yàn)閭€(gè)人的種族、膚色、宗教、性別或者民族，以剝奪或者傾向于剝奪個(gè)人的雇傭機(jī)會(huì)、限制這樣的雇用機(jī)會(huì)、或者影響他作為雇員或者申請(qǐng)雇傭者的地位的方式，限制、隔離或者將其成員資格或者申請(qǐng)成員資格分等，或者不提供或拒絕提供雇傭，或者將對(duì)個(gè)人的雇傭分等。
（3）促使或者試圖促使雇員對(duì)個(gè)人進(jìn)行違反本部分的歧視。
（d）如果雇主、勞工組織或者勞工管理聯(lián)合委員會(huì)控制學(xué)徒期和其他的培訓(xùn)、再培訓(xùn)計(jì)劃，包括工作中的培訓(xùn)項(xiàng)目，則其根據(jù)個(gè)人的種族、膚色、宗教、性別或者民族等因素，在提供學(xué)徒期和其他培訓(xùn)的參加工作和雇傭項(xiàng)目中進(jìn)行對(duì)個(gè)人的歧視是非法的雇傭?qū)嵺`。
（e）不管本小節(jié)的其他規(guī)定，（1）如果雇主雇傭雇員，如果職業(yè)介紹所對(duì)雇員進(jìn)行分等或者為個(gè)人提供雇傭機(jī)會(huì)，如果勞工組織為其會(huì)員資格分等或者為個(gè)人提供雇傭分等，如果控制學(xué)徒期和其他培訓(xùn)、再培訓(xùn)項(xiàng)目的雇主、勞工組織或者勞工管理聯(lián)合委員會(huì)允許或者雇傭個(gè)人參加其組織的項(xiàng)目；即使這些行為都是建立在個(gè)人的宗教、性別或者民族等因素基礎(chǔ)上，只要這些因素是進(jìn)行此種特殊交易和商業(yè)的真實(shí)的職業(yè)資格所必須的，則此種雇傭?qū)嵺`不是非法的。（2）如果一所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)雇傭信仰某一特定宗教的雇員，只要該所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)在總體上或者從實(shí)質(zhì)部分來講是由該宗教所擁有、支撐、控制或者管理，或者由某一特定的宗教團(tuán)體、聯(lián)合會(huì)或者協(xié)會(huì)擁有、支撐、控制或者管理，或者該所學(xué)校、學(xué)院、大學(xué)、其他教育機(jī)構(gòu)或者學(xué)術(shù)機(jī)構(gòu)的課程安排是直接針對(duì)該特定宗教的研究和普及的，則該種雇傭?qū)嵺`不是非法的。
（f）正如本小節(jié)所使用的那樣，“非法的雇傭?qū)嵺`”這個(gè)詞語將不適用于下述情況，即雇主、勞工組織、勞工管理聯(lián)合委員會(huì)或者職業(yè)介紹所針對(duì)美國共產(chǎn)黨成員或者其他由*活動(dòng)管理委員會(huì)根據(jù)1950年*遠(yuǎn)東管理?xiàng)l例終確認(rèn)的共產(chǎn)主義性質(zhì)的組織成員作出的歧視行動(dòng)或措施。
（g）不論本小節(jié)的其他規(guī)定，如果雇主在任何職位上不雇傭或者拒絕雇傭任何人，如果雇主從任何職位上解雇任何人，如果職業(yè)介紹所不提供或者拒絕為個(gè)人在職位上提供雇傭機(jī)會(huì)，如果勞工組織不提供或者拒絕為個(gè)人提供雇用機(jī)會(huì)，則其行為也不違法，只要：
（1）對(duì)這種職位的獲得或者履行這種職位職責(zé)的部分前提是美國國家安全利益的要求，這種安全項(xiàng)目直接受到美國法令或者總統(tǒng)的行政命令的約束。
（2）這樣的個(gè)人沒有滿足或者終止?jié)M足此項(xiàng)要求。
（h）不管本小節(jié)的其他規(guī)定，如果雇主對(duì)不同的雇員應(yīng)用不同標(biāo)準(zhǔn)的賠償金、不同的期限、不同的條件或者不同的權(quán)利，這些不同的標(biāo)準(zhǔn)是依照一個(gè)真實(shí)的資歷或者績效制度作出的，或者根據(jù)勞動(dòng)產(chǎn)出的數(shù)量和質(zhì)量衡量收入的制度作出的，或者根據(jù)不同雇員的勞動(dòng)地點(diǎn)作出的，而不是雇主根據(jù)個(gè)人的種族、膚色、宗教、性別或者民族等因素進(jìn)行歧視的結(jié)果，則這種雇傭?qū)嵺`就不是非法的；如果雇主是根據(jù)專業(yè)發(fā)展技能測驗(yàn)的結(jié)果作出上述不同標(biāo)準(zhǔn)的，而這種技能測驗(yàn)不是用于根據(jù)不同人的種族、膚色、宗教、性別或者民族進(jìn)行歧視的，測驗(yàn)結(jié)果也不是被事先設(shè)計(jì)好的，則雇主的雇傭?qū)嵺`也不是非法的。如果雇主根據(jù)雇員的性別區(qū)分決定付與雇員的工資和賠償金，只要根據(jù)第29章第206（b）的規(guī)定，這種區(qū)分行為是允許的，則在本小節(jié)下，雇主的雇傭?qū)嵺`就不是非法的。
（i）本小節(jié)的規(guī)定不適用于在印第安人保留地或其附近地商業(yè)或者公司的雇傭?qū)嵺`。在印第安人保留地或其附近的商業(yè)或者公司如果公開聲稱對(duì)印第安人給予優(yōu)惠待遇，則這種雇傭?qū)嵺`將不是非法的。
（j）本小節(jié)的任何條文都不應(yīng)當(dāng)被解釋為要求任何雇主、職業(yè)介紹所、勞工組織或者勞工管理聯(lián)合委員會(huì)基于本小節(jié)的規(guī)定因?yàn)榉N族、膚色、宗教、性別或者民族等因素而給予任何個(gè)人或者團(tuán)體以優(yōu)惠待遇，僅僅由于雇主所雇傭的任何種族、膚色、宗教、性別或者民族的雇員的總數(shù)或者百分比不平衡，僅僅由于職業(yè)介紹所或者勞工組織承認(rèn)的、分等的會(huì)員資格總數(shù)或者百分比不平衡，僅僅由于在某一團(tuán)體、州、地域、或者其他地區(qū)的任何種族、膚色、宗教、性別或者民族的雇員的總數(shù)或者百分比不平衡，或者由于某一團(tuán)體、州、地域、或者其他地區(qū)的可用勞動(dòng)總數(shù)中不同因素分布的不平衡。