TITLE VII OF THE FEDERAL CIVIL RIGHTS ACT (1964) PROHIBITS DISCRIMINATION ON THE BASIS OF SEX IN ADDITION TO THE USUAL GROUNDS OF RACE, COLOR, RELIGION, AND NATIONAL ORIGIN. IT COVERS PRIVATE EMPLOYMENT AND LABOR ORGANIZATIONS ENGAGED IN INDUSTRIES AFFECTING COMMERCE, AS WELL AS EMPLOYMENT AGENCIES. IT IS UNLAWFUL FOR EMPLOYERS TO REFUSE TO HIRE, TO DISCHARGE, OR OTHERWISE DISCRIMINATE IN REGARD TO COMPENSATION, TERMS, CONDITIONS, OR PRIVILEGES OF EMPLOYMENT. IT IS UNLAWFUL FOR LABOR UNIONS TO EXCLUDE, EXPEL FROM MEMBERSHIP, OR OTHERWISE DISCRIMINATE ON THE BASIS OF SEX, OR TO LIMIT, SEGREGATE OR CLASSIFY ITS MEMBERSHIP ON THAT BASIS. EMPLOYERS, LABOR ORGANIZATIONS, AND EMPLOYMENT AGENCIES CANNOT PRINT, PUBLISH, OR CAUSE TO BE PRINTED OR PUBLISHED ADVERTISEMENTS INDICATING PREFERENCE, LIMITATION, OR SPECIFICATION BASED ON SEX. NOR CAN THEY DISCRIMINATE IN ADMISSION TO OR EMPLOYMENT IN APPRENTICESHIP OR TRAINING OR RETRAINING PROGRAMS BASED ON SEX. MAJOR EXCEPTIONS TO PROHIBITED EMPLOYMENT PRACTICES ARE LISTED. OF THE 26 STATES, THE DISTRICT OF COLUMBIA, AND PUERTO RICO THAT HAVE MANDATORY FAIR EMPLOYMENT PRACTICES LAWS, 13 STATES PROHIBIT DISCRIMINATION BASED ON SEX. A CHART SUMMARIZES FEDERAL AND STATE LAWS. THE APPENDIX CONTAINS "GUIDELINES ON DISCRIMINATION BECAUSE OF SEX OF THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION" AND A PAPER ON THE "RELATIONSHIP BETWEEN FAIR EMPLOYMENT PRACTICES LAWS AND PROTECTIVE LABOR LEGISLATION FOR WOMEN." (FP)