The Civils Rights Act Of 1964

Since the beginning of their existence and in today’s society, the community of LGBT workers are not being treated fairly or getting their fair share that they deserve in the workplace. They are victims to high rates of workplace discrimination. Instead of being judged as workers and what they bring to their jobs and how they work, they are being judged by their sexual preferences and appearance. Being a gay or transgender worker causes them to be mistreated, not judged for the actual workers they are, and most importantly, halts a majority of them in better career and job opportunities. Although under federal law it is illegal to fire someone who is either gay or transgender, they are still either being denied employment or being terminated from their jobs because of their gender category or sexual orientation.

The Civil Rights Act of 1964 was known as an end to racial segregation. It was brought about by a number of things including the effects of major events mostly involving riots. State and federal legislation needed it to be passed along with many social movements that influenced its decision. It is no question that it heavily changed America for the better by turning us into a melting pot and making us see that everyone should be treated as equals. It is important to remember that this act was not only beneficial to the time in which it was enacted, but it has affected our future by sustaining society. Today we continue to fight to outlaw discrimination within our nation, and thanks to the passing of this act we are able to be strong and help support the removal of unequal protection for all citizens. The general public has always deserved to be treated with the same rights that every White American is given. This act needed to be passed in order to see the harm we were causing by segregating people. America has grown so much since the act was established, and with it by our sides everyone can be able to have the rights they all truly deserve. Without this act in effect, the impacts on our country would be dire. We needed this act in order to flourish as one nation and continue to build movements against any discrimination.

When the Title VII of the Civil Rights Act of 1964 was enacted employees felt sigh of relief because now it was unlawful for employers to discriminate against once race, color, religion, sex, or national origin. “Title VII provided the legal basis for all people to pursue the work of their choosing and to advance in their chosen occupations subject to the limitations of only their individual qualifications, talents, and energies” (McConnell, 2013, p. 46). The Civil Rights Act of 1964 also established the Equal Employment Opportunity Commission (EEOC) to enforce the antidiscrimination requirements of Title VII. What employees didn’t know was that this was merely a law and laws are broken all the time, although there are severe consequences.

This practice prohibits discrimination on the basis of an individual’s race, color, religious beliefs, sex or national origin. I picked this practice because everyone should be treated fairly, no matter what your race, religion or gender is. This will help management by having more diversity in the workplace. This Act will help everyone understand the importance of treating everyone with respect. This practice can be taught by having mandatory classes annually, so everyone can know the difference of what is considered fair treatment and what others consider unfair treatment. This practice can be used to protect everyone from getting hurt and to prevent any company from having any potential lawsuits.

My mother was a police officer for almost twenty years. Women have long been subject to, and the subject of, discrimination. The Civil Rights Act of 1964 originally did not include gender in the bill’s wording. Were it not for a backhanded comment made in jest by a backward congressman, women would not have been afforded equal rights protection in employment (Freeman, 1991; 2004).

Across America there are close to thirty million small privately owned businesses that are run by owners. The businesses work on some of their own policies and the laws put down from government and federal laws. Many people today can get confused that the laws depress the second amendment and that it will take our rights away to bear arms. Most owners, or people managing a business, can choose whether or not to support and use these laws to keep firearms out of there business. Most just depend on the owners themselves. As with many problems faced by businesses they do have the right to deny patrons. If a customer is lacking hygiene for example a restaurant can tell them to leave, but because of the Civil Rights Act of 1964 you cannot be denied for being of a certain race. But recently due to the speculation and fear from most of the world, firearms are scaring a lot of people. The government has put in certain laws and restrictions to prevent this fear, and in some states it is legal to deny patrons carrying firearms openly. And that is why many businesses have the right to deny patrons openly carrying guns on their person.

Environmental racism raises a large concern in todays times because we are all support to be treated equal no matter what our heritages believe in. In the Title VI of the Civil Rights act of 1964, it clearly states that it prohibits discrimination on the basis of race, color, and national origin in programs and activist receiving federal assistance. Environmental racism have many things in common to the civil right activities looking back on time. Like the Warren County example, the way the protest played out are very similar to the way protests acted out in that 1950’s. “The actions of the North Carolina state government in forcing a toxic landfill onto a small African-American community were an extension of the racism they had encountered for decades in housing, education and employment. But this time, it was environmental racism.

“After the end of Reconstruction in 1877, southern states and local communities began to enact laws known as segregation or "Jim Crow" laws. These measures separated the races in public accommodations. Rather than passing one sweeping law, local and state legislators in the South passed a series of laws between 1881 and 1910 that required separate accommodations for blacks and whites in public spaces. These laws were indicative of the hardening of the philosophy of white supremacy throughout the South during this time.”(Cassanello). The Civil Rights Act of 1964 was the most influential event in the Civil Rights Movement because it paved way for ending discrimination and segregation, and giving more rights to African- Americans. During the Civil Rights Movement African- Americans were fighting to get their rights that were being taken away from them little by little. Starting in 1955 and going well into the late 1960’s early 1970’s, African- Americans started to protest against discriminatory laws and acts such as Jim Crow Laws and various requirements to vote. They did this because they wanted to be treated as equals and not to be judged because of their race(Mayer).

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)

Immanuel Kant once said “In law a man is guilty when he violates the rights of others. In ethics he is guilty if he only thinks of doing so.” (Kant, n.d.). Title VII of the Civil Rights Act of 1964 includes prohibition of sex discrimination which includes sexual harassment and hostile work environment. An example will be used to help define the law that is relevant to sexual harassment and hostile work environments, along with describing the facts of the case. A view on current lessons learned and any new thoughts learned while conducting research will be put forth. Lastly, a look at ethical issues related to the example presented will be discussed.

History tells us that it has been a long road to liberty and a continual fight for civil rights for those with disabilities. One of the most influential times for change in the lives of disabled Americans occurred during the 1960s and 1970s, and became know as the Disability Rights Movement.

In the United States, almost every employee is to protected under federal employment and anti-discrimination laws. These laws make it unlawful to discriminate against a variety of groups that have historically been subjugated to unfair treatment. The major federal anti-discrimination law is Title VII of the Civil Rights Act of 1964. This law prevents discrimination on the basis of race/color, sex, religion, or national origin. It also prohibits retaliation against an employee for asserting their rights under the law and applies to all term and conditions of employment, including hiring, firing, promotion, compensation, and assignment decisions. Additionally, the equal pay act mandates that men and women must receive the same pay if they perform the same work. The Age Discrimination in Employment Act prohibits discrimination against those who are 40 years or older. For individuals with a disability, the Americans with Disabilities Act protects them from discrimination and also provides additional requirements, such as reasonable accommodations. In addition to these federal laws, state laws vary greatly in terms of accommodations in the workplace and the protection they provide to employees. These laws may vary greatly from state to state and many extend similar protections to groups that are not covered by federal laws. These rules place significant regulations on how employers can make decisions on hiring and other terms of employment but many factors affect this complex

The struggle for equality has been intense, and still continues to this day. With this being said, much progress has been made in establishing respect and external acceptance for all individuals sense of identity. For example, in 2015 the Supreme Court ruled in favor of Same Sex Marriages, marking a pivotal point in the civil rights movement for the LGBTQ community. For many, this act helped to support their sense of self, a right that been denied for so long. The United States effectively validated the LGBTQ community, giving this group all rights granted to all other citizen’s, However, the creation and acceptance of this community has not had positive benefits for all members. The Gender Binary has been changed, but many distinctions

This paper is assignment three of five for the course PAD 530 Public Personnel Management. This assignment covers the selected agency, the Department of Health and Human Services (HHS), and its laws and ethics of hiring a diverse workforce. An analysis is given on the laws and court decisions that have insinuations to the agency’s personnel management. Factors are discussed as to why the agency should or should not address Lesbian, Gay, Bisexual, and Transgender (LGBT) in the recruitment process. A Rationale on the strengths and weaknesses of the agency’s approach to integrities and diversity training programs for new and current employees. And finally, recommendations for actions the agency could take that would improve recruiting and training in diversity.

Being discriminated against is nothing new to the LGBT+ community. Sexual orientation discrimination in the workforce occurs more often than you might think. It does not only happen whenever someone is denied a position, it also happens whenever an employee encounters harassment, or detail of certain benefits provided by that company, simply because of their sexual orientation. This certain thing has been occurring for decades and over two dozen states that do not have anti-discrimination laws that protect individuals from being discriminated against. New legislation has been introduced but not passed in congress and it is called The Equality Act. The Equality Act is a LGBT non-discrimination act that would give permanent protection for LGBT individuals in the most important aspects of their lives, employment being one of them. Believe it or not, sexual orientation is not protected under federal law the way race, color, sex, religion, national origin, age, and disability are for private employers. Although the law in this certain area is changing more and more, and for the better ("Sexual