The Civil Rights Bill Of 1964

The first national regulatory efforts in the late 1800s were intended at punishment for, and the prevention of, abuses in the marketplace, antitrust violations, and price gouging. During the 20th century, government regulation became even more extensive, focusing not only on preventing certain kinds of practices, but also requiring that certain in service standards can and should be met. And the past 50 years, more than a dozen new regulatory agencies have been shaped at the national and state government levels, following the route of new regulatory statutes. Regulatory measures contact virtually every part of our lives.

Belton, R. (2004). Employment discrimination law: cases and materials on equality in the workplace. Thomson/West

In general, a regulation is a rule employed in controlling, directing, or managing an activity, organization, and/or system. However, in relating to law, a regulation is a specific rule that is enforced by a regulatory agency. This is also known as administrative regulations. These regulations are created and passed to enforce statutory laws and policies. For example, the U.S. Department of Health and Human Services is an agency that administers federal health and welfare programs and activities. This agency created and enforces specific regulations for the Medicaid and Medicare programs. Although, there are many other policy issues and topics that this agency has established regulations

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.

and restrict the kind of transactions that BackOffice will automate and that these regulations could adversely

Following rules and regulations is important for institutions and any type of establishment to maintain organization and most importantly provide safety for those involved. For the organization and safety of everyone involved, it is important to comply with particular criteria.

The ability for the federal government to regulate businesses’ activity is given in the Constitution. Article 1, Section 8 is known as the commerce clause; it states, “Congress shall have the Power…to regulate Commerce with foreign Nations, and among the several States, and with the Indian Tribes” (Reed, 173). Through the commerce clause, the government is able to regulate business activity by the use of administrative agencies, which is defined as “a governmental regulatory body that controls and supervises a particular activity or area of public interest and administers and enforces a particular body of law related to that activity or interest” (Administrative Agency, 1). There are two types of regulatory authority that agencies may

Title VII of the Civil Rights Act of 1964 protects individuals from discrimination based upon their sex and makes it illegal for a business to discriminate against a person’s hiring, firing, and additional terms and conditions of hire (Alexander & Hartman, 2001). Title VII covers all private employers, government employees, and any institution that employs 15 or more persons. These laws also cover employment agencies, labor groups, and agencies that control apprenticeships and training.

Unlike other laws that are enforced by certain government or federal agencies, the WARN Act in which an employee, their representative, or a government official has the

Title VII of the Civil Rights Act (1964): Prohibits employment discrimination based on race, color, religion, sex, or national origin

these regulations, but they are not prohibited from expanding them to require tighter and stricter

1. The elimination of potential regulatory gap or overlaps arising from member regulation and market regulation

Employment laws are very important for all types of businesses to follow. The employment laws dictate and guide employers on how to proceed in situations with employees, and how everyone is to be treated. There are many rules and laws that pertain to both the state and federal government in terms employment. Both state and federal employment law make sure that the rights of the employees remain protected. This paper will explore, compare and contrast several discrimination laws from the perspective of the federal government and that of the state of Texas. Following are the Federal and Texas laws that this paper will detail:

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

There is an entire framework of legal requirements under which organisations are expected to run,