Title Vii

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There are many employment laws out there but ill discuss about three of them and what are the consequences if the company did not comply. The employment laws I will discuss are the Title VII of the Civil Rights Act 1964, Americans with Disabilities Act 1990, and the Uniformed Services Employment and Reemployment Rights Act. My next topic would be how an organization might structure their policies, practices and culture to ensure compliance.
The first law I will discuss is the Title VII of the Civil Rights Act 1964. This law is the most important anti-discrimination law. It was initially intended to end the discrimination in the workplace against African Americans which has been brought to national attention by the civil rights movement …show more content…

This law addresses the needs of the people with disabilities and prohibits discrimination during hiring, process the work place environment, performance, wages, benefits and other privileges that comes with employment, a person with disabilities cannot be discriminated at public or privately owned facilities such as hotels, stadium, movie theaters, and etc. and another point that I bring about ADA is that people with disabilities cannot be disqualified in any programs or activities that will be given to any individual from state or local government. To be protected by the ADA, one must have a disability; or any physical or mental impairment that substantially limits one or more major life …show more content…

This law is really good to me especially when I was in the US Navy reserved. The Uniformed Services Employment and Reemployment Rights Act is to protect the civilian employment of active and reserve military personnel in the United States when called to active duty. These law applies to all services in the military including reserved components. The USERRA clarifies that when a service member of the armed forces was called to active duty, he or she will retain their current job in the civilian sector and furthermore the position will be on hold until the service member is back from their active duty (USERRA, 2016). I can personally say that this law is good for service members who got activated especially for reservist personnel who were activated. When I was activated for two months active duty while in the reservist, my employer assured me that I will still get that position when I return from service. I felt reassured that I will keep my old job when I return from my detachment.
The consequences for not complying with the Uniformed Services Employment and Reemployment Rights Act will be dealt with the Department of Labor (USERRA, 2016). If found guilty, the company would compensate the victim with court fees and compensate for any loss wages and benefits. Once again, the company would also loss income and revenue and the trust of their employee for unfair treatment.

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