A Brief Note On The Civil Rights Act Of Southern New Hampshire University Identification Of The Law

There are many different functions and roles of law in the business society. When describing employment law, there is a broad area that governs how employers interact with their employees, former employees and applicants for employment. These laws and regulations are not meant to be described in a short paper. They are detailed laws that require application to an employee’s specific situation and should be discussed at length to ensure the correct interpretation of the regulation. As an office manager that was put in charge of the Human Resources department of my organization, I was thrust into a world of complex laws that took many hours to

Social movements are one of the primary means through which the public is able to collectively express their concerns about the rights and wellbeing of themselves and others. Under the proper conditions, social movements not only shed light on issues and open large scale public discourse, but they can also serve as a means of eliciting expedited societal change and progress. Due to their potential impact, studying the characteristics of both failed and successful social movements is important in order to ensure that issues between the public and the government are resolved to limit injustices and maintain societal progress.

Title VII Rights Act of 1964 forbids employers with 15 or more employees to discriminate on the basis of race, color, sex, religion or national origin (EEOC, 1997). This law applies to federal, state and local employers. The above conditions may not be used to refuse to hire or for terminating an individual or in other words discriminate against any individual (EEOC, 1997). In order to release an employee in any of the above categories the employer must have documentation based on quantity or quality of production and the employer can also make this decision based on results of a professionally developed ability test, which cannot be used to discriminate (EEOC, 1997). If an employee feels they have been let go for an unjust reason they can file a formal

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Following the Reconstruction Era, Jim Crow laws were legislated between 1876 and 1965 which implemented segregation in all public facilities in mostly southern states in the United States. As a result, the first wave of the Great Migration occurred – of African-Americans from the South moving North. Chicago, Illinois was one of northern cities that experienced a high influx of southern African-Americans. Compared to other cities, Chicago was considered a more liberal city since it prohibited many segregation laws. In the year 1874, school segregation was outlawed in Chicago and in 1885 segregation in public facilities was outlawed. According to the U.S. census, in 1910, 44,103 African-Americans made up Chicago’s population. By 1920

The Civil Rights era was one of the most tumultuous times in American history. The country appeared at once to be striving forward for social progress and, simultaneously, coming apart at the seams. It is exactly this contradiction which drives our discussion the period known as the Second Reconstruction. Named in reference to the original Reconstruction era which succeeded the Civil War and the abolition of slavery in the South, the Second Reconstruction was akin to its namesake in the intended advance of racial equality and its concurrent effect of retrenchment of white supremacist ideologies. These opposing forces would define a period in American history rightly associated with a violent realization of long-simmering cultural conflict.

Based on the incidents Kim experienced, her lawyer should examine her situation as it pertains to the employment protections and regulations within Title VII of the Civil Rights Act of 1964. Title VII prohibits public and private employers from discriminating against employees based on national origin, race, color, religion, and gender. These anti-discrimination guidelines apply in every step of the employment process, from the initial recruitment and interviewing to terminating employment. In Kim’s case, her lawyer should examine both Kim’s allegations of employment discrimination and sexual harassment pursuant to Title VII regulations.

The U.S. Equal Employment Opportunity Commission ensures that people are not discriminated against in the work place for things such as their race, gender, disability, age, religion, or color. EEOC also protect people that have filed a complaint. You cannot be terminated because you have filed a complaint or a lawsuit (“About the EEOC:Overview, n.d.). Www.eeoc.gov provides information for any situation pertaining to employment. Their services may be needed because of being fired, denied employment, or denial of a promotion. Whatever the need, EEOC have laws to protect those in the labor force.

Mr. Vicks, with all due respect, the Title VII of the Civil Rights Act was passed due to racial discrimination. As an organization, we are prohibited from making hiring decisions based on age; color; disability; genetic information; marital status; national origin; pregnancy; race; religion and sexual orientation (Mathis, 2017). Not to mention, if the applicant or employee can prove that they were denied employment or promotion based on their race, they can present a disparate treatment claim with EEOC, especially if he or she had the qualifications.

The great Afro-American sociologist W.E. B. Du Bois stated in 1903 that the “problem of the “problem of the twentieth-century is the problem of the color line” and global view by describing the problem as “the relation of the darker to lighter races of men in Asia and Africa, in America and the islands by the sea”. Yet even an observer as perspicacious as Du Bois did not foresee late-twentieth-century American demographic and policy changes. Continuing high immigration, discrimination, and officially designated affirmative-action minority groups will ensure that if the twentieth century has the problem of the color line, the twenty-first will have the problem of color lines.

In the past, discriminatory practices interfered with recruiting and hiring diverse subjects to fill employment opportunities in America. Therefore, in 1964, legislation passed the Civil Rights Act to prohibit employers from discriminating based on race, color, sex, national origin or religion. Under the law enacted, it does not matter if the discrimination is intentional or unintentionally, and the burden of proof falls upon the defending agency to prove its hiring and recruiting practices are related to job performance. For example, the Baltimore police department excluded 95% female and 32% Hispanic men because of a 5’ 7” height restriction (Gaines & Kappeler).

This religious discrimination not only demonstrates the cultural problems that are present at the Midwest facility, but for the entire corporation. Even though Martra Ford handled the situation correctly and effectively once she was aware of the problem, other changes must be made to Treton’s EEO training and reporting procedures. Ideally, Maalick’s formal complaints will be dealt with quickly and disciplinary actions distrusted accordingly. Once this issue is resolved Judith Dixon and Martha Ford should determine how to solve the underlying issues that this scenario

I think some of the key legal issues raised in these articles includes a possible Violation of NY Civil Rights Law §§50 and 51. According to the complaint: The defendants in this particular case continue to make profit through the unauthorized profitable use of the Plaintiff’s actual identity, name and speech. The Plaintiff strongly feels that due to the facts I have presented above has been damaged to a certain extent and should be eligible to some relieve as stated in the NY Civil Rights Law in a possible amount of money that would be determined at trial. In addition, the way the defendant used names that DJ Kool Herc has famously gone by is a possible violation of §360-k(a) of article 24 of a NY General Business Law, as supposedly the Defendant’s

“Civil rights” as a term feels outdated and outmoded and officially ended with the voting rights act of 1965 and the civil acts right of 1968, which overcame legal barriers to equality. Since then, movements like the black lives matter focuses on the unwritten inequality, like the pervasive micro insults that millions of african americans face each day. It's not surprising that race still divides our nation, especially considering that slavery was only ended 150 years ago. The new direction is to address additional cultures and lifestyles into the conversation, and the people who will change the future are alive right now. College campuses are where progressive ideas are forming all around the world. With the time, resources and motivation

As you are aware, a lawsuit was recently filed by a former employee. The suit against us is being filed under the constructive discharge section of Title VII of the Civil Rights Act of 1964. In essence, the section states that we made working conditions completely intolerable for the employee, through some form of hostility, discrimination, harassment, retaliation, or humiliation (Sommerville, 2007). Said employee quit after our policy change on expanded production floor operation hours. The former employee maintains that we made working conditions intolerable because we would be forcing him or her to work on a religious holy day. The key in this particular case, of course, is that the former employee is alleging religious discrimination