Analysis Of Title VII Of The Civil Rights Act Of 1964

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First of all, Title VII of the Civil Rights Act of 1964 is a federal regulation prohibiting employers from discriminating against employees based on national origin, race, sex, color, and religion (Follett, Ward, & Welch, 1993). This act applies to employers with 15 or more employees and serves as a mechanism to ensure equality within the workplace (Fraley, 2013). This case is a violation of Title VII from the aspect of retaliation. Retaliation occurs when an individual is treated differently after such things as, filing a complaint or engaging in a legally protected activity. It can range from demotion, terminations, salary reduction, or any negative job action. Second, the plaintiff should receive judgment for the claims of sex discrimination, …show more content…

On the other hand, harassment becomes unlawful when an employee is faced with enduring offensive conduct as a condition of employment, or the harassment results in an environment that is intimidating, hostile, or abusive (Perry, 2001). Next, the Equal Pay Act serves to ensure that men and women be given equal pay for equal work in the same workplace. This does not necessarily mean that the job titles have to be the same; however, job content determines whether they are substantially equal according to the law. The judgment should affirm the jury’s verdict on the retaliation claim and the grant of summary judgment on the other discrimination claims. Third, it is clear that the plaintiff had engaged in protected activity, which is opposition in the form of raising her concerns about sex discrimination in the Reston office with multiple other parties in the firm, and that she suffered the adverse employment actions by having a pay increase withheld and being terminated (BRAKE, …show more content…

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Fraley, J. M. (2013). INVISIBLE HISTORIES & THE FAILURE OF PROTECTED CLASSES. Harvard Journal On Racial & Ethnic Justice, 2995-116.


BRAKE, D. L. (2014). Retaliation in an EEO World. Indiana Law Journal, 89(1),

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