Since 1963, numerous pieces of federal legislation have been implanted to protect the equal rights of workers, regardless of their gender. These laws, beginning with the Equal Pay Act of 1963, demand equal compensation, benefits, and other perquisites for female workers doing the same work as their male counterparts. Additional protections over the years have established these protections are reciprocal, or men also are protected from disparate pay from their equal female counterparts as well. For many years, the Civil Rights Act of 1964 was the defining piece of legislation protecting gender rights in the workplace, which prevented any form of sex discrimination against employees because of their gender. To further add protections, federal laws also have passed strict policies regarding women and their rights to bear children. Several pregnancy anti-discrimination laws protect pregnant women in the workplace from discrimination and force companies to accommodate a pregnant woman as a disabled worker until a given period after a child is born. The lines regarding transgender discrimination and other gender identity cases have seen more scrutiny in recent years, however, federal laws do not offer comprehensive protections for transgendered workers, but these protections may be afforded under other anti-discrimination laws.