Civil Rights Act Title VII: Employee Discrimination In 1964

Charges of workplace discrimination is said to be at an all time high. During the 2015 fiscal year the U.S. Equal Employment Opportunity released information that claims there were more than 89,000 charges filed for workplace discrimination. One of the top ten charges is said to be retaliation, which had an estimate 39,757 cases in 2015, which is 44.5 percent of all charges filed. Retaliation is said to be in violation of the Title VII of the Civil Rights Act of 1964, For the purpose of this research paper I will provide the understanding of both Acts, while also taking a case that deals with to provide the basis of the case, the findings, and the outcome of the charges.

Title VII of the 1964 Civil Rights Act forbids intentional discrimination based on several factors: religion, race, color, and sex or national origin. There are times, however, where discrimination can play a part in the decision-making process within businesses, especially within the public school system. The three-step procedures for Title VII challenges are very precise regarding the determination of intentional discrimination and are universal for all cases of alleged discrimination.

The Civil Rights Act of 1964 “outlawed discrimination based on race, color, religion, sex, or national origin when hiring, promoting, or firing employees; in public accommodations and in all programs receiving federal funding”(Barnes & Bowles, 2015). The Civil Rights Act of 1964 created equal opportunities for everyone including women by making it illegal to discriminate. Because of this Act businesses can no longer refuse to employee an individual just because they are “black” or a “women.”

The social policy I chose to write about is “Title VII of the Civil Rights Act of 1964” sexual harassment in the workplace. According to equal employment opportunity commission (EEOC), Title VII applies to the company has 15 or more employees including state and local governments. In addition, it also applies to federal government employment agencies and labor organization. Under the law Title VII stated that sexual harassment is unwanted Sexual advances, solicitations for sexual favors, including verbal or physical behavior thought others. “Sexual harassment when this conduct explicitly or implicitly affects an individual's employment unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment” (Facts About Sexual Harassment - EEOC Home Page, 1964). Sexual discrimination or sexual favoritism in the workplace which affects or eliminate other potential candidates its "form of implicit "quid pro quo" harassment and/or "hostile work environment" harassment" (Policy Guidance on Employer Liability under Title VII for ..., 1990). In this essay, I will explain the capabilities and vulnerabilities of the framework as well as analyze the women’s empowerment framework. At the end of my paper, you will have a good understanding how Sex discrimination and work situations environment.

Laws against discrimination- Title VII of the Civil Rights Act of 1964 says that no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to their race, color, religion, sex, or national origin (Lee, 1998). This Act

Title VII of the Civil Rights Act of 1964 is a federal law that protects individuals from discrimination based on religion. Religious discrimination is treating a person differently because of their religious

This act was setup to address discrimination of protected classes (e.g. African Americans, Asian, Americans, Latinos, Native Americans, and women). The part of Title VII of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gmoez-Mejia & Cardy, 2013).” Discrimination is about the making of distinctions; in the context of human resources, it is about the making of distinctions among people. There are two type of discrimination. Disparate treatment is when an employee is treated differently because of his protected status. Adverse impact is when the same standard is applied across the board; however it impacts a protected class more (Gmoez-Mejia & Cardy, 2013).In the case of #1-2013 adverse impact could apply to the shift changes that were implemented in January 2013. As the shift changes applied to all production employees. This could be construed as unintentional discrimination. However we haven’t had any other complaints to date.The company must reasonably accommodate religious beliefs or practices; unless it creates undue hardship (e.g. costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to do more than their share of potentially hazardous or burdensome work). There are several ways

The first event I find significant is the "Civil Rights Act of 1964 prohibiting emplyment discrimination based on race, color, religon, sex, or national origin (for companies with fifteen or more employees)." because it took a stance for not just women but also people of other races, cultures, and religons. This Act gave women the ability to get more jobs outside of the home and be more independent. Women should be able to help with the income and provide for her family just as much as a man. This Act gave women that much more of an opportunity to do so.

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on : Race, Color, Sex, Religion, and National Origin with respect to employment. “Specifically, it states that it shall be an unlawful employment practice for an employer” (Dressler, 2015, p. 28). “It established the concept of protected classes; those individuals who are protected from discrimination by the legal system. It prohibits discrimination in all employment practices. Title VII makes it unlawful to limit or classify employees in any way that deprives them of employment opportunities or hampers their career progression when that classification is based on their protected status” (SHRM). Title VII also established the EEOC Commission (EEOC) and applies to employers with 15 or more employees and most labor unions.

Title VII of the Civil Right Act of 1946 that is an important legislation which plays a significant role in defining the employment procedures in today’s workplace. Racial discrimination will continue to be prohibited by Title VII and it has sparked an increase in anti-discrimination awareness as it is designed to promote equal opportunities, equality, and promote fairness. As a federal law, it is unlawful for an employer to discriminate against a prospective employee from being hired based on gender, race, national origin and religion.

Another key law that an employer must follow is The Civil Rights Act of 1964. This act protects the right of the employees, and under this act the employers cannot discriminate against any individual on the basis of religion, sex, color, race and national origin. If a company does not follow the law then a fine of $1,000 or more is charged or the imprisonment of no less than one year can be imposed (Title VII of the Civil Rights Act of 1964, n.d).

Yet, religion has made employers not being protected under the Title VII of the Civil Rights Act of 1964. Whenever a company has any religious beliefs, they are able to hire worker having the same religion values. Also, company can refuse hiring unmarried pregnant employees because of the violation of religious values. The above are not prohibited under the Title VII.

According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the

Title VII of the Civil Rights Act of 1964 prohibits discrimination in many more aspects of the employment relationship. It applies to most employers engaged in interstate commerce with more than 15 employees, labor organizations, and employment agencies. The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions. It makes it illegal for employers to discriminate in hiring, discharging, compensation, or terms, conditions, and privileges of employment. Employment agencies may not discriminate when hiring or referring applicants. Labor Organizations are also prohibited from basing membership or union classifications on race, color, religion, sex, or national origin. (law.cornell.edu, 2006)