The Civil Rights Act of 1964 is a landmark piece of legislation that prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin.

The primary purpose of a labor union is to represent employees in collective bargaining with their employer in order to negotiate terms and conditions of employment.

The National Labor Relations Act of 1935, also known as the Wagner Act, protects the right of employees to organize and bargain collectively with their employer.

Union certification is the process by which a union is recognized as the exclusive bargaining representative for a group of employees.

Collective bargaining is the process by which a union and an employer negotiate a collective bargaining agreement.

Arbitration is the process by which a dispute between a union and an employer is resolved by a neutral third party.

Mediation is the process by which a mediator helps a union and an employer to reach a settlement in a dispute.

Conciliation is the process by which a conciliator helps a union and an employer to reach a settlement in a dispute.

Fact-finding is the process by which a fact-finder gathers information and makes recommendations for resolving a dispute between a union and an employer.

The Fair Labor Standards Act of 1938 establishes minimum wage, overtime pay, and recordkeeping requirements for employees.

The minimum wage is the minimum wage that an employer is required to pay employees.

Overtime pay is the additional pay that an employer is required to pay employees for hours worked over 40 in a week.

An employer is required to keep payroll records, timekeeping records, and employee benefits records for each employee.

The Civil Rights Act of 1964 prohibits employers from retaliating against employees who engage in protected activities, such as filing a complaint with the Equal Employment Opportunity Commission (EEOC).

The Occupational Safety and Health Act of 1970 requires employers to provide employees with a safe and healthful workplace.