Summary Of Title VII Of The Civil Rights Act Of 1964

"Title VII of the Civil Rights Act of 1964 is the single most important piece of legislation that has helped to shape and define employment law rights in this country (Bennett-Alexander & Hartman, 2001)". Title VII prohibits discrimination on the basis of race, color, age, gender, disability, religion and national origin. However, it was racial discrimination that was the moving force of the law that created a whirlwind of a variety of discriminations to be amended into Title VII. Title VII was a striving section of legislation, an effort which had never been tried which made the passage of the law an extremely uneasy task. This paper will discuss the evolution of Title VII as well as the impact Title VII has had in the workforce.

I support the idea that women should not be forced to wear any foreign substance on their face. Research even suggests some makeup can be toxic, cause pregnancy problems and even cancer. States like California have a strict rule that demand companies to report cosmetics products sold within the state that contain ingredients known or suspected to cause cancer, birth defects, or other reproductive harm. The court decision would probably be different if the claim alleges that Harrah’s grooming policy would cause health hazards specific to women employees.

President Lyndon B. Johnson and President John F. Kennedy made many notable advances to outlaw discrimination in America. They fought against discrimination on race, color, religion, and national origin. Although the 13th, 14th, and 15th amendments outlawed slavery, provided for equal protection under the law, guaranteed citizenship, and protected the right to vote, individual states continued to allow unfair treatment of minorities and passed Jim Crow laws allowing segregation of public facilities. America would not be the country it is today without their effort to make this country better and of course without the help of the Civil Rights Act of 1964.

Before the Civil Rights Act of 1964, segregation in the United States was commonly practiced in many of the Southern and Border States. This segregation while supposed to be separate but equal, was hardly that. Blacks in the South were discriminated against repeatedly while laws did nothing to protect their individual rights. The Civil Rights Act of 1964 ridded the nation of this legal segregation and cleared a path towards equality and integration. The passage of this Act, while forever altering the relationship between blacks and whites, remains as one of history's greatest political battles.

Title II of the Civil Rights Act of 1964 made it unlawful for an employer to fail or refuse to hire or even discharge anyone or discriminate anyone based off of wages, terms, and etc. because of race, color, religion, sex or national origin. Women in the workforce were the greatest impact in the 20th century. By this happening it allowed for everyone to compete on a fair scale for jobs and etc. In the 21st century individuals with disabilities would be a great impact on the workforce. Research has shown that people with disabilities are able to perform well as long as you are able to make accommodations so they are able to perform their jobs. In both cases having everyone able to participate allows new improve ideas to come to light.

In 1863, Abraham Lincoln’s Gettysburg Address defined the American government as an institution “of the people, by the people, [and] for the people”. Lincoln had an idealistic view of the government as an instrument for societal change. He, as well as the founding fathers, intended for the government to act in support of the people’s will or the majority rule. This democratic definition of the government has remained true throughout the course of American history. By placing all of its power on its citizens, the government itself did not decide the course of history but rather followed it. This follower mindset is seen through the government’s positive interactions with marginalized groups’ who in their attempts to overcome exclusion gained

Title VII of the Civil Rights Act of 1964 protects classes from jobs discriminating against them based on their race, color, national origin, sex, and religion. It is unlawful for an employer to refuse to hire or to fire an individual because of their class. Title VII provided employment equality for minority people seeking jobs. The EEOC recognized certain classes that could not be discriminated against. The racial group includes, African American, Asian, Caucasian, Native American, and a Pacific Islander. Closely connected with racial discrimination is discrimination against someone’s color. “Color refers to the color or complexion of a person’s skin” (651, Cheeseman). Racial and color discrimination go against Title VII.

A law in relation to Public Health can be defined as, “any statute, rule or local ordinance that has the purpose of promoting or protecting the public health and that establishes the authority of the Department of Human Services, the Public Health Director, the Public Health Officer, a local public health authority or local public health administrator to enforce the statute, rule or local ordinance” (Public Health Law). An example of a law in the case study in chapter 1 would be The Civil Rights Act of 1964. The Civil Rights Act of 1964 states, “ no personal shall discriminate based on race, color, religion, sex, or national origin, be excluded from participation in, be benefits of, or be subjected to discrimination under any program

The school board also ruled that the expectant mothers could not return to their duties until the next semester started, the teacher acquired a certificate proving a clean bill of health, and that the baby is three or more months old. Unfortunately, even with the guidelines, the teachers were not promised their teaching positions back after the child’s birth. Instead, they were guaranteed a teaching position, but quite possibly not the one they had before. (Legal Information Institute)

This applies to employers with 15 or more employees as well public and private colleges. Section 2000E-4 created the Equal Employment Opportunity Commission (EEOC). The Civil Rights plays a big role in the recruiting and hiring stages because it prohibits employers from asking for a educational background non related to the needs of the job applied for, giving test to applicants non related to what the job calls for, and only giving applications out to people of the same race or color. This makes it fair for qualified applicants to get a fair chance in job employment. We need to make workplaces more multi-cultural unit especially because we live in a multi-cultural nation of opportunities. I believe that the Civil Rights Act of 1964: Title

Title VII of The Civil Rights Act of 1964, is the law that prohibits discrimination in hiring, firing, training, promotion, discipline, or other work place decisions of a person based on an employee’s race gender, color, religion, national origin. This is a law that protects certain class of people of being discriminated, because they are protected with the law. It protects the civil rights of people that did not have it before. Title VII gets many complaints or cases so they have a system. The law requires the case to go through the EEOC. The EEOC decides if it will take the case. Brokering will settlement brings more notice to a case. (Bennet- Alexander and Hartman)

The first major milestone in equal opportunity was in 1961 when President John F. Kennedy passed Executive Order 10925. This bill encouraged all federal contractors to accept any worker, regardless of race, sex, religion, or national origin. A few years later, after Lyndon B. Johnson had taken office, the Equal Rights Act of 1964 was passed that, along with other laws that benefited minorities, prohibited large companies from discrimination within their workforce. In 1968, after Green v. County School Board of New Kent County, Va., the Supreme Court enforced full desegregation of schools in the southern states. After Richard Nixon was elected, he introduced Order No. 4 in 1970, which pushed companies to begin using their “underutilized” minority

With a booming economy and population, the United States went through an era of prosperity during the 1950s. However, it was also a time of conflict for several minority groups, including African Americans, women in the workforce, and LGBTQ people. While there have been significant steps towards equality through the passing of laws and court case hearings, challenges remain. Violence, unequal pay, and the struggle of finding balance between conflicting viewpoints are still being faced by Americans today. (Tiona/Claire)

Title VII of the Civil Rights Act of 1964 made it employment discrimination unlawful. This provision addresses employment practices such as compensation, training, hiring, termination, promotions and transfers. This law also protects employees from retaliation by their employers if they make an accusation of discrimination. Discrimination on the basis of race, religion, sex, color, and national origin is not permitted (Ivancevich & Konopaske, 2013). The Civil Rights Act of 1991 is an amendment to Title VII. It clarified disparate discrimination language and addressed the legal proceedings and award entitlements regarding discriminatory lawsuits. This law also broadened the scope of EEO to apply to additional situations and people (Ivancevich

Immigrant defined as a process of leaving one’s home country to settle in a new one. Immigration is a large group or number of immigrants. Some other words that are also known as immigrants are an outsider, settler, alien, newcomer, and foreigners. People often get legal and illegal immigrants confused on which one mean which. Legal is newcomers who have entered a country by law. Illegal is forbidden by law or statute. Emigrant is a person who emigrates from his or her native country or region. Personally, legal outsiders need to stay here while illegal outsiders should go back to the country they came from.