; and (2) in the second sentence of that subsection (b), as amended by paragraph (1), by striking or enforcing the liability for amounts deemed to be unpaid minimum wages or unpaid overtime compensation under this section and inserting and including any type of legal or equitable relief available under title VII of the Civil Rights Act of 1964 ( 42 U.S.C. 2000e et seq.) . 204. Harassment and discrimination; standards of proof (a) Findings Congress finds that— (1) harassment is a persistent and significant problem in the workplace in the United States; (2) workers are harassed because of their sex (including sexual orientation, gender identity, pregnancy, childbirth, or a medical condition related to pregnancy or childbirth, and a sex stereotype), race, color, religion, national origin, age, disability, genetic information, and uniformed services status; (3) Congress enacted title VII of the Civil Rights Act of 1964 intending to provide broad protection from many forms of bias in the workplace; (4) the Supreme Court has recognized in City of Los Angeles Department of Water and Power v. Manhart, 435 U.S. 702 (1978), that the protection against sex discrimination in the terms, conditions, or privileges of employment under title VII of the Civil Rights Act of 1964 reflects Congress’ intent to strike at the entire spectrum of sex-based discrimination in employment; (5) in 1980, the Equal Employment Opportunity Commission (referred to in this section as the Commission ) amended its Guidelines on Discrimination Because of Sex (referred to in this section as the Guidelines ) to specify that sexual harassment is a form of sex discrimination prohibited by title VII of the Civil Rights Act of 1964; (6) in the Guidelines, the Commission explained that harassing conduct is unlawful where— (A) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment ; (B) submission to or rejection of such conduct by an individual is used as the basis for employment decisions